The use of English as the common language of science represents a major impediment to maximising the contribution of non-native English speakers to science. Yet few studies have quantified the ...consequences of language barriers on the career development of researchers who are non-native English speakers. By surveying 908 researchers in environmental sciences, this study estimates and compares the amount of effort required to conduct scientific activities in English between researchers from different countries and, thus, different linguistic and economic backgrounds. Our survey demonstrates that non-native English speakers, especially early in their careers, spend more effort than native English speakers in conducting scientific activities, from reading and writing papers and preparing presentations in English, to disseminating research in multiple languages. Language barriers can also cause them not to attend, or give oral presentations at, international conferences conducted in English. We urge scientific communities to recognise and tackle these disadvantages to release the untapped potential of non-native English speakers in science. This study also proposes potential solutions that can be implemented today by individuals, institutions, journals, funders, and conferences. Please see the Supporting information files (S2-S6 Text) for Alternative Language Abstracts and Figs 5 and 6.
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Dostopno za:
DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
Career construction for life design aims to assist individuals across developmental age periods to anticipate and manage career transitions. We developed and implemented a group career construction ...intervention based on the My Career Story (MCS) workbook and compared it with a traditional career intervention for fostering life-career design among early adolescent youth. Participants (N = 108) were assigned based on convenience to an experimental group (27 girls, 27 boys) or a control group (27 girls, 27 boys). All participants responded pre- and postintervention to measures of career adaptability, hope and optimism, and resilience and future orientation. Results indicated increased postintervention scores on career adaptability and future orientation measures for the experimental group but not for the control group. Likewise, moderation analysis revealed post-intervention increases in scores on measures of the concern and control dimensions of career adaptability for the experimental group only. No significant changes occurred in hope and optimism or resilience scores for either group. Social validity analysis supported participants' perceived efficacy, usefulness, and satisfaction with the career construction counseling group intervention. The MCS shows promise as a narrative-based intervention to promote particular aspects of youth life-career construction. Future research is needed to further examine and support the efficacy of the MCS for this purpose.
•Career construction intervention related to increased career adaptability•Career construction intervention linked with greater future orientation•Social validity of career construction intervention supported•My Career Story workbook may support youth career development.
Academic career development refers to the process by which employers as well as scholars working in research, teaching, and/or administrative roles in academic and higher education contexts manage ...various tasks, behaviors, and experiences within and across jobs and organizations over time, with implications for scholars' work-related identity. In this review article, we address the question: to what extent has conceptual and empirical research on academic career development captured central constructs and processes outlined by two important and comprehensive career development theories? Using social cognitive career theory and life-span, life-space theory as guiding frameworks, we categorized relevant articles published in academic journals into five thematic clusters: (a) individual characteristics, (b) contextual factors, (c) active regulation of behavior, (d) career stages, and (e) work and nonwork roles. Within these thematic clusters, major topics in the existing literature on academic career development include gender differences and women's experiences, mentoring and other career development interventions, and career development in the field of medicine. In contrast, social and cognitive processes, action regulation, later career stages, and the work-nonwork interface have been neglected in the literature on academic career development. We conclude by outlining an agenda for future research, including theoretical and methodological considerations.
•We review the scientific literature on academic career development.•Guiding frameworks are social cognitive career and life-span, life-space theories.•Major themes include gender, mentoring, interventions, and medicine.•Future research should make greater use of established career theories.•More longitudinal studies are needed to gain a better understanding of the topic.
Career construction counseling for a mid‐career Black man is examined. The author implemented a case study design and purposively selected the participant. The intervention and follow‐up occurred ...over a period of 21 months, and the Career Construction Interview (CCI; Savickas, ) was used to gather data. Savickas's 8‐step strategy was followed to complete the participant's life portrait. After the intervention, the participant demonstrated an improved sense of self and willingness to deal more adaptively with career–life‐related challenges. More research is needed to determine the long‐term effects of this kind of intervention and to show its applicability in group contexts.
Significant resources have been invested by multiple entities and institutions into exposing more students and adults to science, technology, education, and mathematics (STEM) education and careers. ...These efforts have coalesced into a major educational and career development movement within the past few decades. In this article, we present a critical analysis of the STEM movement that seeks to inform dialogue and debate regarding the nature and potential impacts of STEM career development. The article identifies the inherent assumptions about equity, self-determination, meaning, and purpose that underlie the STEM movement, while also acknowledging its many important positive contributions. The potential unintended consequences of STEM interventions and programs as well as the social messaging that accompanies these efforts are reviewed. Future directions for research, practice, and public policy that are informed by this critical analysis conclude this article.
The theorization of the relationship between organizational investments in career development and individual success remains underdeveloped, and empirical tests of this relationship, which have been ...dispersed among several disciplinary areas, have produced inconsistent results. Addressing these issues, the purpose of this article is to propose a theoretical framework that illustrates why and how organizational career management practices translate into career success and under what circumstances the relationship is effective. Using a systematic review of empirical studies on career management practices and objective success, we identify three theoretical mechanisms - developmental, informational, and relational - and two groups of contingency factors that explain this relationship. Our framework advances the extant literature on organizational career management and provides suggestions to companies for designing effective career management systems.
•We propose a framework which relates career management practices and career success.•We identify contingency factors affecting the efficacy of career management practices.•We conduct a systematic review of 73 empirical articles.•We develop propositions for future research.
The cell and gene therapy (CGT) workforce landscape continues to evolve. With an increasing number of new approvals and clinical trials, the need to understand career development gaps and ...opportunities is becoming critical. To address this, the ISCT early-stage professionals (ESP) committee has been conducting workforce surveys since 2020. In 2023, the survey included additional questions to gather qualitative opinions of the CGT workforce. Here, we report the key findings from these additional survey questions.
Methods: A survey has been distributed to ISCT members and the CellCAN network (pan-Canadian not-for-profit organization), with most of the requests sent to ESPs (those within 10 years of their terminal degree or entry to the CGT field). The 2020, 2021 and 2023 surveys consisted of 19 questions that focused on respondents’ educational background, demographics, employment status, employment sector, and participation in continuing education. The 2023 survey included an additional 8 questions that focused on qualitative opinions on career development gaps and opportunities.
The 2023 survey had 109 survey respondents, a notable increase from 61 and 64 respectively in previous years. ESPs were the majority participant (61.5%), with 40% of all respondents from North America, 21% from Europe, 17% from Asia, and 15% from Australia or New Zealand. While a wealth of data was collected through the survey, this presentation will focus on career development and opportunities within the CGT workforce. Participant opinions on gaps and opportunities within the field highlighted a critical demand for manufacturing, process development and analytical skills. Data regarding respondents’ opportunities for career advancement was also individually assessed. It was noted that ISCT members (77%) had a satisfaction rating of 0.6 for their professional growth (with 0 being neutral, 1 being satisfied, and -1 being dissatisfied). In comparison, non-ISCT members (23%) had a satisfaction rating of 0.0.
Evaluating the CGT workforce need and training opportunities remains an important venture in the field. The 2023 ESP workforce working group survey shows that manufacturing, process development and analytical skills are at a premium and that being an ISCT member correlated with a higher career development satisfaction rating.
The COVID-19 pandemic has caused changes in young people, especially in the mental health and career aspect. The existence of COVID-19 worsens their mental health condition. Various factors make a ...person experience symptoms of anxiety or depression. In addition to mental health, COVID-19 has affected young people's perception of careers. The question is how far the pandemic has caused personality change in young people and affected career preferences. Therefore, this study has two objectives: understanding the intrapersonal and interpersonal changes in young people groups and what stakeholders should do about these changes. This research uses a quantitative approach with a survey method. A total of 1.036 young people participated in the survey. This study indicates that although young people feel anxious, worried, and afraid, they still adapt, as evidenced by the emergence of new hobbies and abilities. In addition, young people are also optimistic about their career preferences and believe that they can overcome the COVID-19 pandemic. However, this optimism will not last if the pandemic continues the following year. This research requires all stakeholders to formulate appropriate ways to mitigate young people's mental health problems.
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