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Emerging and young adulthood : multiple perspectives, diverse narratives
This data-rich volume offers new insights into the transitional period between adolescence and adulthood. It analyzes core concepts typically associated with adolescence, such as identity development, emerging sexuality, deepening relationships, and exploration of career choices as individuals age into their twenties and early thirties. Chapters examine the challenges of self-exploration, responsibilities, and independence as this generation approaches adulthood with deliberation in an uncertain world with vastly different perspectives from that of their parents. And in the tradition of its predecessor, the book's first-person excerpts emphasize and illuminate the diversity of the population and its stakeholders, including parents and employers. Each chapter is updated and revised to reflect the current literature that has evolved since the first edition was published. Additional chapters address two increasingly important areas of interest: the virtual life of the emerging and young adult; and the career-related challenges emerging and young adults encounter in their search for a vocational home. Rich additional narratives serve to elucidate the terrain emerging and young adults encounter as they begin to establish themselves in the world of work and social and romantic relationships. Key areas of coverage include: Identity formation in environmental context Culture: opening paths, creating detours The \"tyranny\" of choice: re-examining the prevailing narrative Examination of career paths for emerging and young adults Emotional and social lives of emerging and young adults Overlapping and disparate views of employers Mental health issues of emerging and young adults The Second Edition of Emerging and Young Adulthood is essential reading for researchers, clinicians, therapists and other professionals, and graduate students in developmental, school, and counseling psychology and related social and behavioral sciences.
Book
Tips for the residency match
Tips for the Residency Match is a unique guide for medical students applying for residency positions. Packed with hints, tips, and recommendations from both program directors and current residents, Tips for the Residency Match chronologically covers the key information required to excel during the residency application process - from résumé advice and preparing for the interview and beyond. Both insightful and practical, Tips for the Residency Match features a wide spectrum of medical specialties and an extra section for foreign graduates.
Tips for the Residency Match is:
* Uniquely tailored to the needs of those applying for US residency positions
* Written by leading Residency Directors and current residents in the major specialties
* Offers unprecedented access to how departmental decisions about the Match are made
Boasting expert advice and a wide scope, Tips for the Residency Match is the ideal companion for those applying for residency positions throughout the United States.
eBook
Professional Satisfaction and the Career Plans of US Physicians
To evaluate the relationship between burnout, satisfaction with electronic health records and work-life integration, and the career plans of US physicians.
Physicians across all specialties in the United States were surveyed between August 28, 2014, and October 6, 2014. Physicians provided information regarding the likelihood of reducing clinical hours in the next 12 months and the likelihood of leaving current practice within the next 24 months.
Of 35,922 physicians contacted, 6880 (19.2%) returned surveys. Of the 6695 physicians in clinical practice at the time of the survey (97.3%), 1275 of the 6452 who responded (19.8%) reported it was likely or definite that they would reduce clinical work hours in the next 12 months, and 1726 of the 6496 who responded (26.6%) indicated it was likely or definite that they would leave their current practice in the next 2 years. Of the latter group, 126 (1.9% of the 6695 physicians in clinical practice at the time of the survey) indicated that they planned to leave practice altogether and pursue a different career. Burnout (odds ratio [OR], 1.81; 95% CI, 1.49-2.19; P<.001), dissatisfaction with work-life integration (OR, 1.65; 95% CI, 1.27-2.14; P<.001), and dissatisfaction with the electronic health record (OR, 1.44; 95% CI, 1.16-1.80; P=.001) were independent predictors of intent to reduce clinical work hours and leave current practice.
Nearly 1 in 5 US physicians intend to reduce clinical work hours in the next year, and roughly 1 in 50 intend to leave medicine altogether in the next 2 years to pursue a different career. If physicians follow through on these intentions, it could profoundly worsen the projected shortage of US physicians.
Journal Article
Not Lack of Ability but More Choice: Individual and Gender Differences in Choice of Careers in Science, Technology, Engineering, and Mathematics
The pattern of gender differences in math and verbal ability may result in females having a wider choice of careers, in both science, technology, engineering, and mathematics (STEM) and non-STEM fields, compared with males. The current study tested whether individuals with high math and high verbal ability in 12th grade were more or less likely to choose STEM occupations than those with high math and moderate verbal ability. The 1,490 subjects participated in two waves of a national longitudinal study; one wave was when the subjects were in 12th grade, and the other was when they were 33 years old. Results revealed that mathematically capable individuals who also had high verbal skills were less likely to pursue STEM careers than were individuals who had high math skills but moderate verbal skills. One notable finding was that the group with high math and high verbal ability included more females than males.
Journal Article
Barriers to careers identified by women in academic surgery: A grounded theory model
Faculty attrition has been widely acknowledged and poorly understood throughout academic medicine. To date, barriers to career advancement in academic surgery have been identified and described in a limited fashion using only survey data. The authors sought to characterize career barriers for women academic surgeons using grounded theory methodology.
Authors conducted semi-structured interviews with 15 mid-career and senior female academic surgeons in the United States. Data were drawn together using grounded theory analysis of interview transcripts to develop a conceptual model.
Interviewees identified barriers constituting two intersecting categories: (1) obstacles within the system of academic surgery and (2) impediments based in broader culture and its power structures. Interviewees’ robust description of the challenges of integrating clinical and non-clinical professional responsibilities is novel.
Career barriers identified by women in academic surgery are complex and include cultural factors from within and outside of the profession. Identifying and dismantling barriers, particularly those that negatively impact perceptions of belonging, is imperative to creating a culture of sustained excellence in academic surgery.
The authors used grounded theory method to develop a conceptual model of barriers to careers in academic surgery as described by successful female academic surgeons. The authors identified intersecting cultural barriers specific to academic surgery and derived from cultural power differentials.
•Barriers to careers in academic surgery have not been thoroughly explored.•Interviewees identified barriers based upon obstacles within the system of academic surgery.•Interviewees also named impediments based in broader culture.•Integration of professional roles provides a newly identified barrier to academic careers.
Journal Article
Uncertain prospects for postdoctoral researchers
Nature
’s first-ever survey of this key segment of the scientific workforce uncovers anxiety and doubt about their professional pathway.
Nature’s first-ever survey of this key segment of the scientific workforce uncovers anxiety and doubt about their professional pathway.
Credit: Miguel Monkc
Journal Article
Biomedical Science Ph.D. Career Interest Patterns by Race/Ethnicity and Gender
Increasing biomedical workforce diversity remains a persistent challenge. Recent reports have shown that biomedical sciences (BMS) graduate students become less interested in faculty careers as training progresses; however, it is unclear whether or how the career preferences of women and underrepresented minority (URM) scientists change in manners distinct from their better-represented peers. We report results from a survey of 1500 recent American BMS Ph.D. graduates (including 276 URMs) that examined career preferences over the course of their graduate training experiences. On average, scientists from all social backgrounds showed significantly decreased interest in faculty careers at research universities, and significantly increased interest in non-research careers at Ph.D. completion relative to entry. However, group differences emerged in overall levels of interest (at Ph.D. entry and completion), and the magnitude of change in interest in these careers. Multiple logistic regression showed that when controlling for career pathway interest at Ph.D. entry, first-author publication rate, faculty support, research self-efficacy, and graduate training experiences, differences in career pathway interest between social identity groups persisted. All groups were less likely than men from well-represented (WR) racial/ethnic backgrounds to report high interest in faculty careers at research-intensive universities (URM men: OR 0.60, 95% CI: 0.36-0.98, p = 0.04; WR women: OR: 0.64, 95% CI: 0.47-0.89, p = 0.008; URM women: OR: 0.46, 95% CI: 0.30-0.71, p<0.001), and URM women were more likely than all other groups to report high interest in non-research careers (OR: 1.93, 95% CI: 1.28-2.90, p = 0.002). The persistence of disparities in the career interests of Ph.D. recipients suggests that a supply-side (or \"pipeline\") framing of biomedical workforce diversity challenges may limit the effectiveness of efforts to attract and retain the best and most diverse workforce. We propose incorporation of an ecological perspective of career development when considering strategies to enhance the biomedical workforce and professoriate through diversity.
Journal Article
Effect of the COVID-19 pandemic on medical student career perceptions: a national survey study
The COVID-19 pandemic and resulting cancellation of medical student clinical rotations pose unique challenges to students' educations, the impact of which has not yet been explored.
This cross-sectional survey study collected responses from 13 April 2020 until 30 April 2020. Students at US allopathic medical schools completed the survey online.
1,668 responses were analyzed. A total of 337 (20.2%) respondents thought the pandemic would affect their choice of specialty, with differences across class years: 15.2% (53) of first-years (MS1s), 26.4% (92) of second-years (MS2s), 23.7% (162) of third-years (MS3s), and 9.7% (22) of fourth-years (MS4s) (p < 0.0001). Among all classes, the most common reason chosen was inability to explore specialties of interest (244, 72.4%), and the second was inability to bolster their residency application (162, 48.1%). Out of the MS3s who chose the latter, the majority were concerned about recommendation letters (68, 81.0%) and away rotations (62, 73.8%). As high as 17.4% (119) of MS3s said they were more likely to take an extra year during medical school as a result of the pandemic. Region of the US, number of local COVID cases, and number of local COVID deaths had no effect on whether respondents thought the pandemic would affect their specialty choice.
Our study found that about one-fifth of surveyed medical students currently believe that the COVID-19 pandemic will affect their choice of specialty, with many of these citing concerns that they cannot explore specialties or obtain recommendation letters. With prolonged suspension of clinical rotations, targeted efforts by medical schools to address these concerns through enhanced virtual curriculum development and advising strategies will become increasingly important. Further study is needed to explore whether these cross-sectional student perspectives will manifest as changes in upcoming National Residency Matching Program data.
Journal Article
National Institutes of Health addresses the science of diversity
The US biomedical research workforce does not currently mirror the nation’s population demographically, despite numerous attempts to increase diversity. This imbalance is limiting the promise of our biomedical enterprise for building knowledge and improving the nation’s health. Beyond ensuring fairness in scientific workforce representation, recruiting and retaining a diverse set of minds and approaches is vital to harnessing the complete intellectual capital of the nation. The complexity inherent in diversifying the research workforce underscores the need for a rigorous scientific approach, consistent with the ways we address the challenges of science discovery and translation to human health. Herein, we identify four cross-cutting diversity challenges ripe for scientific exploration and opportunity: research evidence for diversity’s impact on the quality and outputs of science; evidence-based approaches to recruitment and training; individual and institutional barriers to workforce diversity; and a national strategy for eliminating barriers to career transition, with scientifically based approaches for scaling and dissemination. Evidence-based data for each of these challenges should provide an integrated, stepwise approach to programs that enhance diversity rapidly within the biomedical research workforce.
Journal Article