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The purpose of this study is to identify motivational profiles in sustainable career trajectories via emerging latent class methods using a multilevel schema between engagement in sustainable career practices, developing and utilizing job competency—a key marker for human capital development—and leader–member interaction. Using latent class analysis (LCA), we further identify different types of motivational profiles that reflect the principle and adaptable nature with which individuals can relate their sustainability values to career decisions. Results indicate large practical differences within latent classes, evidencing higher career adaptability and sustainability principles congruence in some groups. These differences highlight that intrinsic motivation, adaptability, and elements connected to the sector drive sustainable career engagement that should ensure enduring satisfaction with commitment to a chosen profession. In explaining why sustainability drives career advancement, this study takes a theoretical standpoint from three overarching theories: Career Construction Theory, Social Cognitive Career Theory (SCCT), and Sustainable Career Theory. The practical recommendations are that companies must offer programs at the sector level to increase career adaptability (readiness) and help employees build sustainable careers. This study calls attention to the importance of producing participative content that is demanded by organizations seeking greater resilience, well-being in work contexts, and their long-lasting survival as institutions.

Purpose Addressing the dynamics shaping nurses’ career trajectories and strategies to support workforce stability and retention in the healthcare sector. The aim of this study was to explore nursing graduates’ perceptions of their future Career pathways, and their tendency toward career shifts. Additionally, the study examined the factors influencing career shift tendencies and the relation between career pathway perceptions and career shift tendencies. Methods A descriptive cross-sectional study was used, with an online distributed questionnaire for study participants from different nursing graduates’ categories. That included demographic characteristics, a section that measured nursing graduates’ future career pathway perception, and career shift tendency. Results Nursing graduates in Egypt were having a positive perception regarding their future career pathway. However, more than one quarter of them were considering career shift represents potential workforce instability and dissatisfaction within the nursing profession and financial factors was one of the main provoking drivers for career shift tendency. In addition, nursing graduates’ perception of career pathway had a significant effect on their career shift tendency in future. Conclusion Based on the findings of this study, further efforts should be made to confront nursing shortage in Egypt, implementing targeted interventions to support nursing graduates in navigating their career pathways. Additionally, proactive measures should be taken to address the identified factors driving intentions to leave the profession, such as improving workplace conditions, fostering intergenerational collaboration, and offering mentorship programs. These strategies are essential for fostering a resilient and satisfied nursing workforce and ensuring the delivery of high-quality patient care in the healthcare sector.

International Medical Graduates (IMGs), who completed their medical degree and training outside Canada constitute a notable portion of the skilled migrants of the country. However, due to a long and uncertain licensure process and limited opportunities many IMGs look for alternative career pathways where they can utilize their learned skills. Alternative careers in the health and wellness sector may offer such opportunities; however, IMGs’ success in these pathways were also less evident despite their high potential. In this study, we investigated the barriers that IMGs stated to face when attempting alternative jobs in Canada. Eight focus groups with 42 IMGs in Canada were conducted. Using a thematic analysis approach, we identified that IMGs encounter these barriers in different stages of their resettlement journey in Canada, including both the pre-migration and post-migration phases. In the pre-migration phase, IMGs were not aware of the success rates of the licensing pathways and did not have sufficient information regarding potential alternative careers. In the post-migration phase, the lack of information continues to affect IMGs where IMGs exhaust their resources pursuing alternative careers without proper guidance and support. Further, IMGs struggle with taking preparation for alternative careers by obtaining further certifications and completing other prerequisites for some barriers, such as financial constraints. While looking for jobs, some IMGs perceived systemic discrimination such as non-recognition of their credentials and experience. Furthermore, the mismatch of expectations and limited growth opportunities offered by potential careers serve to disincentivize IMGs from pursuing an alternative career. Addressing the current employment inequity experienced by IMGs in Canada warrants research collaborations between organizations supporting IMGs and policymakers that target known barriers to the pursuit of alternative careers by IMGs.

Purpose The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities. Design/methodology/approach The study used a sample of 484 Indian female university students located in the United Arab Emirates and India. The study uses the established Career Pathways Survey scale (Smith et al., 2012a) to measure the four dimensions Denial, Acceptance, Resignation and Resilience to career progression. Structural equation modeling was used to model the four constructs as indicators of perceived barriers to progress. Findings The study finds that among the female students about to embark on their career journey, there is a strong desire toward achieving career success. The model is validated by the use of a structural equation model, and findings indicate that there is a strong sense of Resilience and an element of uncertainty about whether perceived career progression will be satisfying overall. No significant differences were observed in the perceptions across the two geographical locations. The findings suggest that continued efforts in preparing female graduates for career success are warranted. Practical implications The Career Pathways Survey may be a useful method to assist young women in identifying their career goals prior to entering the workforce. Interventions through training programs during their higher education may be beneficial in addressing perceptions that might hinder their later career growth. Originality/value This paper contributes to the understanding of the perceived barriers to career progression for women. Prior research has concentrated on career progression in the context of employed women. This study extends that work to understand the perceptions of women about to embark on their career journey.

To inform the current level of research about alternative career pathways for international medical graduates and synthesize knowledge of the barriers, facilitators and potential outcomes of alternative career pathways for international medical graduates. We searched MEDLINE, EMBASE, Scopus, and Google Scholar for relevant publications to February 2020. From 809 articles, after two levels of screening, 23 articles were selected. We conducted thematic content analysis and reported the findings of the study following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses Extension for Scoping Reviews guidelines. All 23 articles reported on alternative careers for international medical graduates in either the United States or Canada. A variety of study methods were noted, including original research, scoping reviews, reports for organizations, and commentaries. Studies incorporated a variety of methods, including surveys, focus groups, interviews, analysis of administrative documents, and program evaluation. Many potential benefits of alternative careers were reported for both international medical graduates and stakeholders. Barriers to pursuing alternative careers included both individual- and systemic-level barriers. Facilitators included skill-building workshops, targeted bridging programs, connecting with employers, supporting organizations, and international medical graduates. The scarce literature on alternative career pathways indicates that this research is beneficial for both international medical graduates and their host countries. Initiating capacity building programs for alternative career pathways for international medical graduates might be a worthy investment for host countries, especially in underserved areas. Pilot initiatives incorporating bridging programs for international medical graduates are recommended.

The “Like Me: Diversifying the Educator Workforce” program was developed at Lourdes University to address the disparate proportion of teachers of color in local classrooms as compared to the students of color. To gauge the impact of “Like Me” recruitment efforts, faculty at Lourdes University conducted a qualitative study eliciting information about how students applied to the program, factors that influenced their decision-making, and reasons behind their selection of education as a career. The findings underlined the strong influence that trusted adults play in the recruitment process. Additionally, financial support was an important factor in facilitating enrollment in the program.

Many developed countries admit internationally educated physicians (IEPs) as highly skilled migrants. The majority of IEPs arrive with the intention of becoming licensed physicians to no avail, resulting in underemployment and underutilization of this highly skilled group of people. Alternative careers in the health and wellness sector provide IEPs opportunities to use their skills and reclaim their lost professional identity; however, this path also includes great challenges. In this study, we determined factors that affect IEPs’ decisions regarding their choice of alternative jobs. We conducted eight focus groups with 42 IEPs in Canada. Factors affecting IEPs’ career decisions were related to their individual situations and tangible aspects of career exploration, including resources and skills. A number of factors were associated with IEPs’ personal interests and goals, such as a passion for a particular career, which also varied across participants. Overall, IEPs interested in alternative careers took an adaptive approach, largely influenced by the need to earn a living in a foreign country and accommodate family needs and responsibilities.

PurposeThe aim of this study was to conduct a comprehensive investigation into declining and emerging occupations and job titles and to develop a national career progression pathway for the tourism and hospitality (T&H) sector.Design/methodology/approachAnchored on the Social Cognitive Career Theory, this study used face to face in-depth interviews of 33 industry stakeholders: policymakers, trade association, training providers and beneficiaries (T&H).FindingsThe finding reveals that only the “watchman” occupation was identified as the declining job while majority of the emerging jobs were more related to information technology and environmental occupations (website designers, digital marketers, data analysts, hygienists, and safety and hazard experts).Practical implicationsThe findings provide a valuable signal for the growing number of jobs in security services, hygiene and information technology-oriented occupations, which the Ministry of Tourism, Arts and Culture including practitioners including HR directors and general managers should respond timely to and to these growing needs in order to remain competitive in the sector.Originality/valueThis is the first study in context that responded to a call by industry players to fill in a practical knowledge gap in examining declining and emerging jobs and job titles in the T&H sector. The study provides vocational insights into mapping the entry level requirements for the jobs allied with occupations in the national technical and vocational educational training qualifications framework of Ghana at the national level.

ObjectivesApplying for subspecialty training can be a daunting experience for trainees, with many feeling they have had minimal exposure to a variety of specialties during their allocated rotations. With the introduction of Progress+ this issue is increasingly pertinent, as trainees will now apply for subspecialty pathways at an earlier stage. Our project, based at the Evelina London Children’s Hospital was designed with the following outcomes in mind:1. To establish trainee understanding of subspecialty careers, the impact of Progress+ on subspecialty applications and their awareness of opportunities available to obtain specialty experience.2. To produce a resource that would provide a concise overview of each subspecialty, along with detailed information about opportunities available for trainees in order to gain experience within their network (i.e. taster weeks, departmental courses and clinics.)Methods1. A survey was sent to all paediatric trainees and clinical fellows working at the Evelina, to ascertain their understanding of Progress+ and their experiences across a range of paediatric subspecialties.2. All subspecialty education lead consultants were contacted to collaborate on producing a brochure detailing information about the specialty and opportunities that could be offered to trainees.Results24 responses to the survey were received. The results showed that only 2 trainees had a good understanding of careers in multiple Paediatric specialties and 75% of trainees were not aware of opportunities available to them to gain speciality experience (fig 1). 41% did not feel confident in understanding the impact of Progress+ upon applications to subspecialty training (fig 2).A brochure was produced and disseminated to all junior doctors working at the Evelina. This included information regarding Progress+, changes to GRID applications and an overview of all specialties with trainee opportunities listed. Departmental lead contact details were also included, to facilitate trainees’ ability to take up opportunities easily.ConclusionWith the introduction of Progress+ in Summer 2023, it is important to provide trainees with tools to facilitate informed decisions about the training pathway that they wish to take. For 2020/2021 the total fill rate for GRID training posts was 72.67%.¹ As suggested by our data, this may reflect a lack of exposure to subspecialties and lack of knowledge regarding career pathways. The development of user-friendly regional guides will enable more trainees to access information about subspecialty posts and provide them with the confidence to seek out learning and professional development opportunities.ReferenceFill rates by sub-specialty and region 2020/2021. (RCPCH online.) Available at: https://www.rcpch.ac.uk/sites/default/files/2021-03/fill_rates_by_sub_specialty_and_region_20_21.pdf [Accessed 4 Feb. 2023].Abstract 365 Figure 1Are you aware of opportunities available to you to get specialty experience, such as taster weeks/departmental courses/clinics. (Not within a specialty that you are currently working in)[Image Omitted. See PDF.]

IntroductionWe are committed to improving patient care and want to ensure that patients have faster access to endoscopy. To help achieve this, the Endoscopy Training Academy have built an integrated single competency-based career framework that promotes learning opportunities and provides clear career pathways for our entire workforce including endoscopy administrative staff, healthcare assistants, nurses, practice educators, clinical endoscopists and endoscopy managers.MethodsWe held many listening exercises across the region, including direct unit visits to each endoscopy site (n=20), workforce surveys, a workforce workshop and leader network meetings. We directly asked staff from endoscopy units what would help to retain our current staff and increase recruitment into endoscopy. Via all formats they unanimously told us that there is a lack of career development in endoscopy and progression opportunities, and that having a clear career pathway would be welcomed and could improve recruitment and retention of staff.We also drew upon the experience of allied health professionals’ development of career frameworks1 and career frameworks for clinical endoscopists2 and reflected on patients’ needs and the endoscopy quality markers demonstrated within JAG accreditation.ResultsWe produced a comprehensive, integrated career framework for the whole endoscopy workforce (excluding medical endoscopists). We included advice on how to begin a career in endoscopy, where a career can lead, and have explicitly outlined endoscopy specific educational routes to support the knowledge base expansion in readiness for progression.The framework gives guidance for managers and staff and a step-by-step guide for reflection on career readiness and how to address conversations about development.Each role and each banding differentiation has an individual explanation and descriptor of the role around five topics – education & skills, research & development, service management, interpersonal skills, safety and managing self. 13 career descriptors have been developed, many of which build upon roles and expand for whole careers e.g., band 5 nurse to unit manager.ConclusionsThis is a unique project in endoscopy, the new framework presents opportunities for the endoscopy workforce to shape and influence their training and education, see opportunities for development and take control of how their career develops. The framework will also help to ensure greater consistency in skills and roles across trusts in endoscopy.ReferencesThe NW London Radiology Careers Frameworkhttps://learn.nes.nhs.scot/27330/nurse-endoscopy/career-development-framework-for-nurse-endoscopists-in-scotland