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Determining post-PhD career options is a challenge for many Psychology PhD graduates. Here I provide a comprehensive overview of the diverse career trajectories available to graduates, drawing from interviews with 53 PhD graduates conducted as part of the two-volume Academia and the World Beyond book series. From these, I conducted a hierarchical qualitative classification to categorise and characterise potential career paths. The findings reveal a spectrum of opportunities, from traditional academic roles to "academic adjacent" and "skill-transfer" careers. This work underscores the versatility of Psychology doctoral training, providing skills that can support a wide array of career possibilities. The results serve as a guide for current and prospective PhD students—and their mentors—emphasising the variety of professional contexts where doctoral training is beneficial. [ABSTRACT FROM AUTHOR]

Copyright of International Journal for Educational & Vocational Guidance is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Given today's competitive climate, graduates in stomatology face the dilemma of deciding whether to pursue higher education, obtain a master's degree, or focus on clinical careers. However, their career planning tendencies and decision-making factors have not been clarified. This study aimed to analyze these aspects among stomatology undergraduate students at the Southwest Medical University (SWMU) in China. Methods: This cross-sectional study between July and August 2022 included undergraduate students majoring in stomatology at SWMU. A cross-sectional online questionnaire was used to gather data on the respondents' plans after graduation. The questionnaire included inquiries into their intentions regarding postgraduate education and standardized training. Additionally, the survey explored whether the respondents preferred academic or professional master's degrees, which stomatology subspecialty they preferred, and the factors that influenced their choices. Results: One hundred dental undergraduate students participated in this survey. Results indicated that 91.0% of respondents chose to pursue a master's degree after graduation. Moreover, 80.2% of the respondents chose the professional master rather than the academic master as their first choice. Orthodontics, oral and maxillofacial surgery, and oral implantology were the top three subspecialties that students preferred. Personal interest, expected revenue, and family suggestions were the main factors influencing subspecialty selection. Conclusions: The study reveals that stomatology undergraduate students face challenges and a dilemma at graduation. Due to the fierce competition in the job market, graduates aspire to pursue postgraduate studies instead of entering the workforce immediately after graduation. Students need to understand the employment landscape in oral medicine and familiarize themselves with the work patterns of various subspecialties while remaining flexible in charting their career paths. [ABSTRACT FROM AUTHOR]

Abstract Background Given today’s competitive climate, graduates in stomatology face the dilemma of deciding whether to pursue higher education, obtain a master’s degree, or focus on clinical careers. However, their career planning tendencies and decision-making factors have not been clarified. This study aimed to analyze these aspects among stomatology undergraduate students at the Southwest Medical University (SWMU) in China. Methods This cross-sectional study between July and August 2022 included undergraduate students majoring in stomatology at SWMU. A cross-sectional online questionnaire was used to gather data on the respondents’ plans after graduation. The questionnaire included inquiries into their intentions regarding postgraduate education and standardized training. Additionally, the survey explored whether the respondents preferred academic or professional master’s degrees, which stomatology subspecialty they preferred, and the factors that influenced their choices. Results One hundred dental undergraduate students participated in this survey. Results indicated that 91.0% of respondents chose to pursue a master’s degree after graduation. Moreover, 80.2% of the respondents chose the professional master rather than the academic master as their first choice. Orthodontics, oral and maxillofacial surgery, and oral implantology were the top three subspecialties that students preferred. Personal interest, expected revenue, and family suggestions were the main factors influencing subspecialty selection. Conclusions The study reveals that stomatology undergraduate students face challenges and a dilemma at graduation. Due to the fierce competition in the job market, graduates aspire to pursue postgraduate studies instead of entering the workforce immediately after graduation. Students need to understand the employment landscape in oral medicine and familiarize themselves with the work patterns of various subspecialties while remaining flexible in charting their career paths.

This research delves into the career progression and perceptions of graduates from the Diploma in Professional Education (DPE) Program at Cebu Normal University, spanning the academic years 2016-2020. This aims to analyze demographic profiles, assess knowledge levels in various domains, and explore graduates' regard for the DPE program in their current work. Employing a mixed-methods design, the research gathers data through surveys and virtual interviews. Participants indicate an overall positive assessment of the DPE program and express strong agreement in content knowledge, pedagogical knowledge, technological competence, and the intersection of technology with pedagogy and content. They exhibit strong alignment with the technological pedagogical and content knowledge (TPACK) framework, proving their proficiency in incorporating technology into instruction with ease. Qualitative insights unveil transformative learning journeys, the nurturing of teaching excellence, overcoming challenges with confidence, and the empowerment of future educators as dominant themes in the experiences of DPE graduates. The combination of data sets highlights how well the program communicates knowledge and fosters a constructive, transformative learning environment. The DPE program's good reputation, strong support of TPACK, and noted career progression demonstrate how well it prepares teachers for the ever-changing demands of the classroom and offers valuable insights to improve teacher education. [ABSTRACT FROM AUTHOR]

Aims Female physicians are underrepresented in invasive electrophysiology (EP) for multiple reasons. Despite an increasing focus on the topic, it is unclear what aspects are predominant. Methods and results We conducted a survey on career paths of current or former EP fellows in Germany to elucidate how gender and family affected their careers. 231 fellows (24.2% female) were invited. 110 participants completed the survey (30.9% female, mean age 41.0 ± 5.0 years, and 79.1% with children). Female and male participants with children reported similar career goals and achievements before parenthood, but afterwards women changed their career paths more often. Major reasons were personal priorities followed by lack of flexibility at work and at home. Women covered the majority of childcare. At the time of the survey, 80.0% of women and 96.4% of men with a former career goal of invasive EP were active in invasive EP. Independent of age, women were in lower-level positions, had accomplished fewer professional achievements, were less satisfied with their work and had fewer children. 56.5% of women did not feel supported by their employers regarding family issues. 82.6% reported there was no satisfactory day care. 69.6% were unable to continue to follow their career during pregnancy, mostly due to restrictions by employers (75.0%). Dedicated policies for pregnant workers or support programmes were scarce. Conclusion Beside the distribution of childcare at home, lack of flexibility and support by employers as well as working and fluoroscopy restrictions during pregnancy hamper women in EP and should be addressed. [ABSTRACT FROM AUTHOR]

This research analyzes the professional development of elementary school teachers in the light of two main points of reference: their professional career paths and their participation in performance assessment programs. In this qualitative study, by means of two tools from the biographical method (life stories and biograms), the authors retrace the professional paths of six Mexican elementary school teachers who took part in different performance assessment programs. They conclude that the career paths reveal a continuous search for better working conditions and that, even with the potential of the evaluations, the results show their partial and inconsistent use in the teachers’ careers. In the light of the analyzed career paths, performance assessment programs in Mexico only promote professional development to a limited extent and focus on individual performance. [ABSTRACT FROM AUTHOR]

This paper presents motivational factors to engage, start a research project and pursue a research career. The study aimed to investigate radiographer's motivation for engaging in research. Eight radiographers from Denmark with experience in research were interviewed in a 2-h focus group interview in October 2023. This qualitative approach was selected to allow the participants to discuss their opinions and values. The discussions were audio recorded and transcribed before the thematic analysis was performed. The analysis revealed six main themes: the importance of radiographic research, the importance of radiographers' participation in research, research radiographers' motivation, funding and participation in research projects, demotivation and difficulties, and facilitating radiographic research in the future. The participants were motivated by different factors. The participants found both research in radiography and radiographers' participation in research-related activities important, although they found lack of support from managers, funding, and time to be demotivational factors. This study contributes to the limited literature on motivational factors for becoming a researcher within radiography. [ABSTRACT FROM AUTHOR]

Abstract Introduction Exercise enhances one's health and competitiveness. A strong physical fitness status can pave the way for a promising future. This study presents the time-based trends in physical fitness indicators—including height, weight, BMI, lung capacity, dash, long-distance running, and standing long jump—among medical undergraduates during their university years. Additionally, we analyzed the impact of students' physical fitness on their career paths. Method We conducted a retrospective database study by collecting physical fitness test data and career paths information for 634 medical students from a university in southwestern China. These students graduated in 2022. The career paths included pursuits in further studies, employment, and unemployment. To detect differences in these aspects, we used the t-test and Chi-square test. Results Our study indicates a significant declining trend in the physical fitness of medical students during their university years. The changes observed between the first and fourth tests are as follows: Weight (kg): 58.52 ± 10.48 to 60.73 ± 12.07, P

Background Over the past three decades, Portugal has invested significantly in doctoral training. However, there is a lack of up-to-date information on the success of scholarship holders in obtaining the degree or on their subsequent career paths. Methods This study analysed four cohorts of scholarship holders funded by the Foundation for Science and Technology between 1995 and 2012. The professional situation at different points in time after the Ph.D. (5, 10, 15 and 20 years) was studied. Results The success rate for obtaining the degree was 88%, which is comparable to other European countries for doctorates completed with funding over a period of 3-4 years. The average time to obtain the degree was 5.06 years. The time to degree was influenced by the scientific field, the nationality of the scholarship holder, and the location of the institution awarding the degree (in Portugal or abroad). The gender or age range of the scholarship recipients did not influence the time required for graduation. The analysis of the career and sector of activity of these graduates at different points in time after obtaining the Ph.D. revealed that approximately 60% percent of the graduates were engaged in R&D activities at some point in their career paths, but this percentage diminished from the oldest to the most recent cohorts, suggesting difficulties in retaining recent graduates in academia and in the private sector. In 2020, 63% of the graduates were engaged in R&D activities, and almost half were employed in higher education as teachers, researchers, or scholarship holders. Conclusions This study confirmed the challenges faced by doctoral graduates in integrating into non-academic job markets. On the other hand, it has demonstrated an efficient use of public funds, with high success rates and a time to degree that is within the average of other European countries.

The importance of generic skills for life scientists is commonly recognised by employers, graduates, and higher education institutes. As it remains unclear which generic skills are relevant for different life sciences career paths, this study aims to give an overview to inform and inspire universities and students, by analysing 179 Dutch entry-level job postings. We deductively coded nine career paths, namely: life sciences industry, PhD-student, quality compliance, research-related, sales & business, communication/education, information technology, consultancy, and policy. We coded generic skills using an adapted categorisation consisting of 46 generic skills within four categories, which were: self, others, information, and tasks. The descriptive statistics and cluster analysis results showed that although language, communication, and collaboration were the most requested skills, differences in requested generic skills between career paths and cluster composition were observed as well. We concluded that although some generic skills are important in general, other generic skills are relevant for specific life sciences career paths. To educate skilled life scientists, universities should consider the flexible integration of these generic skills in their life sciences programmes. [ABSTRACT FROM AUTHOR]

Introduction: Exercise enhances one's health and competitiveness. A strong physical fitness status can pave the way for a promising future. This study presents the time-based trends in physical fitness indicators—including height, weight, BMI, lung capacity, dash, long-distance running, and standing long jump—among medical undergraduates during their university years. Additionally, we analyzed the impact of students' physical fitness on their career paths. Method: We conducted a retrospective database study by collecting physical fitness test data and career paths information for 634 medical students from a university in southwestern China. These students graduated in 2022. The career paths included pursuits in further studies, employment, and unemployment. To detect differences in these aspects, we used the t-test and Chi-square test. Results: Our study indicates a significant declining trend in the physical fitness of medical students during their university years. The changes observed between the first and fourth tests are as follows: Weight (kg): 58.52 ± 10.48 to 60.73 ± 12.07, P < 0.00 BMI (kg/m^2): 20.79 ± 2.74 to 21.24 ± 3.06, P < 0.00 50-m dash (s): 8.91 ± 0.99 to 9.25 ± 1.11, P < 0.00 Standing long jump (cm): 187.74 ± 30.98 to 182.59 ± 32.25, P < 0.00 800-m run for females (min): 3.84 ± 0.47 to 4.48 ± 0.85, P < 0.00 1000-m run for males (min): 3.98 ± 0.63 to 4.62 ± 0.87, P < 0.00 Sit-ups for females (count): 30.39 ± 7.5 to 29.03 ± 8.82, P < 0.00 Upon analyzing the correlation between changes in physical fitness and career paths, students with stable or decreased BMI had better post-graduation outcomes compared to students with increased BMI. Conclusions: Medical students show a declining trend in physical fitness during their undergraduate years. A good physical health status is beneficial for achieving better career paths. Medical students should place greater emphasis on physical exercise during their time in school. [ABSTRACT FROM AUTHOR]

アーレンシンドローム（IS）の症状を示し，アーレンレンズを作成した18歳以上の5名を対象とし てインタビュー調査を行った。インタビューから逐語録を作成し，質的な分析手法である修正版グラウン デッド・セオリー・アプローチ（M-GTA）にて分析，ISの症状を示す人の進路選択プロセスとして図式化 した。結果，ISの支援なし，ISの支援あり，進路選択という3つのカテゴリー，および11の概念が生成さ れた。ISの支援がない状況では「太陽光や室内灯のまぶしさ」「慢性的な体調不良」「読字時のまぶしさ」「読 字の困難」が生じ，進路選択では「自尊感情の低下」と「現状への不満・苦悩」が生じる可能性が示され た。一方，ISの支援がある状況では「体調不良の改善」「まぶしさの緩和」「読字の困難の改善」という変 化がみられ，進路選択においても「自身に適した環境の調整」により「充実感・進路の満足感」が得られ る可能性が示された。 [ABSTRACT FROM AUTHOR]

This study examines the role of change agents, city leaders, and their networks in facilitating interlocal collaboration in environmental governance. We propose an Agent Network Collaboration (ANC) model that brings individual managers, as change agents, back into the study of the interlocal agreement (ILA). We argue that the leadership transfer networks, the collection of city managers' career paths that connect cities, serve as an important channel for interlocal collaboration. With a dyadic panel data set of 14 cities in the Pearl River Delta region in China, we find substantive impacts of managers' career paths on the formation of ILAs. [ABSTRACT FROM AUTHOR]

Sales employees can build their careers across industries, firms, and occupations. Yet it is unclear how their sales career paths affect their compensation. To assess the value of their experience, we examine the paychecks drawn by nearly 25,000 sales employees over 22 years. Consistent with our arguments, we find that firms place greater value on sales managers' experience than salespeople's, reflecting the multiplier effect attributed to managers. In particular, sales occupation experience seems to be the most salient type of experience for both groups, as it is fungible across industries and firms. We uncover two distinct paths in sales organizations: the salesperson's career path rewarding sales experience and another path providing promotional prospects in sales. Analyses indicate that most newly promoted sales managers have no sales experience and move laterally from other managerial positions. Implications of our findings for research and sales-compensation practice are discussed. [ABSTRACT FROM AUTHOR]

Several Swedish reforms in the early 2000s had the goal of implementing a more solid research foundation for teacher education. In this study, we investigate how external mechanisms contribute to and counteract the establishment of new research areas related to the teacher profession, through the example of the L1 subject Swedish. The study explores how the materialistic and intellectual landscape of the academic field has evolved in terms of new academic positions with new content and merit assessment. Through the investigation of a corpus of job announcements, from 1990 to 2022, we have been able to follow the development of a new research area, regarding career paths. The development of a new research area can be described in terms of a fight between different opponents for what is considered a valuable cultural capital (Bourdieu, 2000). The analysis of how the research area is formed relates to Bernstein’s (2003) distinction between singularities and regions. Projektet Nytt vin i gamla läglar eller gammalt vin i nya läglar? Etableringen av svenskämnesdidaktik som forskningsfält är finansierat av Vetenskapsrådet (Dnr 2021-05018).

Gay men in sport are currently at a historic crossroads. On the one hand, the sport industry has never been more accepting and inclusive of sexual minorities than it is today. On the other hand, however, the sociocultural norms and organizational practices within sport that have traditionally stigmatized gay men and influenced their career choices--both in pursuit of and persistence within careers in sport--continue to exist. Drawing from life course theory, the purpose of this study was to qualitatively explore the experiences of 12 gay men working in the sport industry and understand how their awareness (or lack thereof) of the stigma associated with being gay shaped their career decisions. Findings suggest that historical/social context, organizational practices, personal and professional relationships, and the interplay between these factors inform how gay men navigate their stigmatized identities while working in sport. [ABSTRACT FROM AUTHOR]

We expand the research on the career paths of the chief administrative officers managing cities of all sizes in the United States (U.S.) by surveying the chief administrative officers working in the small, medium, and large cities throughout the U.S. We collected 345 surveys from chief administrative officers. The survey included questions on the career paths of managers and asked respondents to discuss factors and challenges that have influenced their career paths. From our analysis, we find that the career path to city management positions often begins with prior experience in local government administration and higher educational attainment, such as an MPA degree. The surveyed managers appear to be working longer in the same cities and they identify technical aspects of their jobs as being more challenging than political conflict and relations with the public.. [ABSTRACT FROM AUTHOR]

Fundraisers play a crucial role in helping arts and culture organizations obtain the financial resources they need to carry out their missions and support their causes. However, research on fundraisers' careers is still in its infancy. As the profession gains importance, understanding the main motivating factors of fundraisers' career paths is key. This study investigates the effects of three variables that emerged as relevant motivations for fundraiser careers, that is, education, career promotion and sector experience, on fundraising executives' tenure and career switching. In addition, this research identifies profiles of fundraising executives in the arts and culture organizations in the United States. Moreover, this study explores the role of non‐profit orientation as a moderator of the relationship between career switching and tenure, and parallel titles as a moderator of the relationship between sector experience and tenure. Managerial implications are outlined. [ABSTRACT FROM AUTHOR]

This paper investigates the profiles and careers of State Secretaries - dignitaries from the central public administration who help ministers in the management of the ministries in which they carry out their activity, officials that in Romania are considered the second echelon of power of the Romanian executive branch. The aim is to expand the scope of studies on the Romanian political elites and to contribute to the broadening of knowledge regarding the careers of politicians in the second echelon of power, elite studies carried out by the work of Stefan (2009) and Iancu (2017). The study will identify certain patterns that underlie the selection process of state secretaries, advancing the knowledge of the career paths of top Romanian politicians. Focusing on State Secretaries appointed after the formation of the 132nd government, on November 25, 2021, the present paper acknowledges that, according to the Administrative Code of Romania, state secretaries have an important role in the development of government policies and strategies. Given the critical role of governmental elites in outlining public policies and in adapting their countries to a changing international environment, marked by contingencies and structural crises, both the public and the academic interest in the state secretaries' profiles and access to power is high (Ştefan, 2009). I expect to find different profiles and career paths, according to their age, gender, academic profile, previous occupations, the influence of political sponsors, party credentials, and of previous positions held in various public institutions. The information is gathered from public sources: resumes, official pages of ministries, and public media information. Based on the public information, the study reveals that previous experience in public institutions or being a member of the County Council are common traits among politically affiliated state secretaries and that professional and managerial skills are important assets when analysing appointments in the positions of state secretaries of politically unaffiliated persons, the so-called technocrats (Ştefan, 2018).

Purpose: The article contains an analysis of inquiry results concerning the KOMAG employees’ job satisfaction and its impact on management processes. As in recent years a management style and paradigm were mainly oriented onto improving the employees’ motivation and commitment, it is important to highlight the significance of job satisfaction. Satisfied employees go beyond their formal duties, required by job description, and they are ready to put in an extra effort to achieve organizational goals. Based on available literature and on the results of conducted inquiry, the Authors concentrated their research work on human resources management in the aspect of motivation, leadership and organizational culture as well as their impact on job satisfaction and employees performance. The paper is ended with conclusions which can be treated as a form of guidelines for managers responsible for investments in building values and a maintenance of all the efficient activities oriented onto management processes of human resources. Design/methodology/approach: The main objective of the undertaken research work includes a presentation of the KOMAG employees’ job satisfaction survey, enabling to improve human resources management processes. A realization of research-and-cognitive objectives enabled to obtain knowledge concerning an important aspect of management activities. The main methods used for the research are as follows: - an analysis of publications, - a case-study method, - a heuristic method, - a method of diagnostic investigation (questionnaires). The subject scope of the paper embraces human resources management, in particular in the aspect of employees’ job satisfaction. Findings: The findings show an urgent need of introducing management measures oriented onto an improvement of the KOMAG employees’ level of job satisfaction, in particular in the area of appreciation needs. An introduction of the holocration system should be taken into consideration as it rejects a traditional model of a company and makes self-organizing collective bodies active and creative. It is worth highlighting that an encouragement of employees to undertake activities of innovative character and an appreciation of their achievements are equally important as risk assessment and budget management in projects. Originality/value: An approach to the management process of human resources seems to be new due to highlighting the job satisfaction aspect. Some recommendation and guidelines, based on survey results, are also a sort of novelty as they emphasize the aspect of appreciation needs. A suggestion of implementing holocration processes at the KOMAG Institute of Mining Technology confirms this new approach to managing human resources in an efficient manner. [ABSTRACT FROM AUTHOR]

While women have increasingly gained access to the position of opposition leader, we still know very little about their pathways to that office. Therefore, this article seeks to uncover the dynamics and patterns that distinguish the ascendency of women politicians to the office of opposition leader from a comparative perspective. In this article, opposition leaders are understood as the parliamentary party group leaders of the largest non-governing party in a given legislative assembly, which marks the closest equivalent to the Westminster understanding of leaders of the opposition that continues to dominate international notions of opposition leaders and oppositional leadership in parliamentary democracies. We draw on data from opposition leaders in 28 parliamentary democracies between 1996–2020 to identify opportunity structures that allow women opposition leaders to emerge across countries. In addition, we test how factors on the individual level (e.g., previous experience in party and parliament as well as in government) and at the party level (e.g., ideology) affect the likelihood that a parliamentary opposition leader is a woman. Our analyses demonstrate that the share of women in parliament significantly increases the likelihood that at least one of the parliamentary opposition leaders of the past 25 years was a woman. Moreover, opposition leaders in leftist parties are more likely to be women than their more rightist counterparts. Surprisingly, and contrary to our expectations, previous political experience does not shape the probability of women becoming opposition leaders. Thus, overall, the institutional and ideological contexts of selecting parliamentary opposition leaders seem to matter more than the experience and qualifications of individual candidates.

When (and why) do legislators quit their jobs? Previous answers to this question have focused on retirements. Looking at voluntary resignations instead, in this article we argue that leaving Congress to assume an elected (executive) office or a position in the (sub)national bureaucracy may be a career-advancing move motivated by progressive ambition. We document this claim with data from Argentina, where roughly 12% of elected deputies leave voluntarily before their term ends, but rarely become unemployed. Consistent with expectations, we show that resignations tend to follow instances of executive alternation at the (sub) national level, and are driven by legislators placed at the top of party lists as well as those elected in midterm years. [ABSTRACT FROM AUTHOR]

The transition from basic education to higher education and, finally, to work, can be difficult to negotiate for any young person. Such a transition can be challenging, particularly within the current labour market conditions accompanying the social and economic changes facing developing industrial nations. Students with disabilities face additional challenges in their career development and school-to-work transition. The Open Distance Learning (ODL) institutions tend to be the first and only choice due to the limitations posed by contact universities. Drawing from the life stories of two female students with disabilities at an ODL institution, this article interrogates how these young women negotiated (and continue to negotiate) their respective career pathways. The students share specific aspirations for their career and life development, their experiences of studying at an ODL institution, as well as their perceived employment opportunities. Also discussed here, are recommendations for practice. People with disabilities do not receive adequate career development at school, or even upon entering higher education. Disability can influence how high, how quickly and how realistically young adults set career goals. People's negative attitudes, have created career barriers for students with disabilities. Students with disabilities can succeed in their careers, if they have formed a solid identity, are determined, have a support network and create an environment which is conducive for their growth. The role of career practitioners is critical in providing the necessary career path materials in accessible formats, opening the conversation with the students with disabilities so that they make informed decisions. [ABSTRACT FROM AUTHOR]

This conversation with Anna Maria Mori aims to reconstruct, through the testimony and the memories of a prominent pioneer of women's journalism, the feminization of news making practices and cultures in Italy. From a twenty-first century perspective, the interview will retrace the evolution of women's access to careers in Italian journalism, bringing to light the undeniable progress and the persistent areas of criticality, the asymmetries between the increasing presence and visibility gained by women journalists and their enduring underrepresentation when it comes to leadership positions in the newsroom. Having covered many different roles during her long career, which has developed through the daily press, women's magazines, radio and television, Mori is the ideal interlocutor for the specific intent of this interview. [ABSTRACT FROM AUTHOR]

While women have increasingly gained access to the position of opposition leader, we still know very little about their pathways to that office. Therefore, this article seeks to uncover the dynamics and patterns that shape the ascendency of women politicians to the office of opposition leader from a comparative perspective. In this article, opposition leaders are understood as the parliamentary party group leaders of the largest non-governing party in a given legislative assembly, which marks the closest equivalent to the Westminster understanding of leaders of the opposition that continues to dominate international notions of opposition leaders and oppositional leadership in parliamentary democracies. We draw on data from opposition leaders in 28 parliamentary democracies between 1996-2020 to identify opportunity structures that allow women opposition leaders to emerge across countries. In addition, we test how factors on the individual level (e.g., previous experience in party and parliament as well as in government) and at the party level (e.g., ideology) affect the likelihood that a parliamentary opposition leader is a woman. Our analyses demonstrate that the share of women in parliament significantly increases the likelihood that at least one of the parliamentary opposition leaders of the past 25 years was a woman. Moreover, opposition leaders in leftist parties are more likely to be women than their more rightist counterparts. Surprisingly, and contrary to our expectations, previous political experience does not shape the probability of women becoming opposition leaders. Thus, overall, the institutional and ideological contexts of selecting parliamentary opposition leaders seem to matter more than the experience and qualifications of individual candidates. [ABSTRACT FROM AUTHOR]

Copyright of Human Review is the property of Eagora Science and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper investigates the profiles and careers of State Secretaries - dignitaries from the central public administration who help ministers in the management of the ministries in which they carry out their activity, officials that in Romania are considered the second echelon of power of the Romanian executive branch. The aim is to expand the scope of studies on the Romanian political elites and to contribute to the broadening of knowledge regarding the careers of politicians in the second echelon of power, elite studies carried out by the work of Stefan (2009) and Iancu (2017). The study will identify certain patterns that underlie the selection process of state secretaries, advancing the knowledge of the career paths of top Romanian politicians. Focusing on State Secretaries appointed after the formation of the 132nd government, on November 25, 2021, the present paper acknowledges that, according to the Administrative Code of Romania, state secretaries have an important role in the development of government policies and strategies. Given the critical role of governmental elites in outlining public policies and in adapting their countries to a changing international environment, marked by contingencies and structural crises, both the public and the academic interest in the state secretaries' profiles and access to power is high (ªtefan, 2009). I expect to find different profiles and career paths, according to their age, gender, academic profile, previous occupations, the influence of political sponsors, party credentials, and of previous positions held in various public institutions. The information is gathered from public sources: resumes, official pages of ministries, and public media information. Based on the public information, the study reveals that previous experience in public institutions or being a member of the County Council are common traits among politically affiliated state secretaries and that professional and managerial skills are important assets when analysing appointments in the positions of state secretaries of politically unaffiliated persons, the so-called technocrats (ªtefan, 2018). [ABSTRACT FROM AUTHOR]

When investigating unregulated, unprotected work situations, the precarious work literature focuses on the degradation of work quality, whereas the informal sector literature emphasizes entrepreneurship and mobility. Neither of them, however, pays enough attention to how particular jobs are matched and how career paths evolve. Studying Chinese rural migrants' informal careers, this research finds three strikingly different career paths. The "precariats" rely on peers to survive career disruptions, but the responsibility to support others leads to a new crisis. The "entrepreneurs" rely on their relatively resourceful families to start small businesses in a highly competitive and precarious market. The "guild" relies on hometown networks to share career information and reduce competition. This research hence draws a more optimistic picture than the precarious work literature as upward career opportunities do exist. Nonetheless, the picture is not as optimistic as the informal sector literature suggests because these opportunities are socially yet unevenly distributed. [ABSTRACT FROM AUTHOR]

Previous research in different national contexts has shown that individual preferences for certain job attributes, objective labour market conditions, subjective career prospects, and external encouragement shape doctoral graduates' career decisions. For Germany, where the number of awarded doctoral degrees is highest within the European Union and where no established academic tenure-track system exists, the determinants of doctoral graduates' sector choices are still largely unexplored. This article aims to shed light on the determinants of sector choices of doctoral graduates in Germany. By deriving the determinants from the wide version of rational choice theory and by measuring the determinants prior to employment sectors, we overcome the conceptual and methodological limitations of previous research. Using data from a nationally representative panel survey with doctoral graduates of the 2014 cohort in Germany, we differentiate between five distinct employment sectors and carry out multinomial logistic regression analysis. As expected, and in line with previous research from other countries, the results confirm that the sector choices of doctoral graduates in Germany depend on their preferences as well as various objective and subjective constraints. The article helps to better understand how doctoral graduates select into different employment sectors and thus provides important insights into postdoctoral career trajectories. [ABSTRACT FROM AUTHOR]

There is an underrepresentation of women in the role of athletic director in the interscholastic sport setting. Utilizing a phenomenological methodology, this study explored the career paths of female interscholastic athletic directors. Through a combination of sampling techniques, 13 female interscholastic athletic directors (FIADs) took part in semi-structured interviews. Emerging ideas from the lens of current female interscholastic athletic directors offer implications about direction and information needed to assist inspiring young females as they ascend the career ladder in becoming interscholastic athletic directors. [ABSTRACT FROM AUTHOR]

Copyright of Papers: Revista de Sociologia is the property of Universitat Autonoma de Barcelona and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Abstract This article is intended to help academic faculty and advisors mentor students who are interested in entering the field of human-animal interaction. Even though the field has grown significantly in the last several decades, there is still much confusion over how to obtain a degree that will lead to a career in human-animal interaction. The interdisciplinary nature of the field poses both advantages and disadvantages and can sometimes be overwhelming for students who are interested in pursuing a career path in human-animal interaction. The vignette at the end of the article provides examples of how to advise students pursuing an interest in the field and how to help them identify their unique interests. This article can be useful for higher education faculty, advisors, mentors, and students.

“The Specialist” addresses the administration of special libraries, however, identifying the administrator of a small special library is problematic. In these small libraries within organizations, the librarian often works alone and the library is overseen by a non-librarian manager. In these cases, it is not as easy to identify or define the library's administrator as it would be in a public or academic library, or even a larger special library. This column introduces a model where the administration of small special libraries is a collaboration between librarians and non-librarian managers. In this model, information professionals exercise hidden leadership and management skills without leading a staff or possessing a management title. The column also suggests ways information professionals without explicit management responsibilities in the workplace can develop these skills and apply them in their jobs. [ABSTRACT FROM PUBLISHER]

When (and why) do legislators quit their jobs? Previous answers to this question have focused on retirements. Looking at voluntary resignations instead, in this article we argue that leaving Congress to assume an elected (executive) office or a position in the (sub)national bureaucracy may be a career‐advancing move motivated by progressive ambition. We document this claim with data from Argentina, where roughly 12% of elected deputies leave voluntarily before their term ends, but rarely become unemployed. Consistent with expectations, we show that resignations tend to follow instances of executive alternation at the (sub)national level, and are driven by legislators placed at the top of party lists as well as those elected in midterm years. [ABSTRACT FROM AUTHOR]

Background: Given the gendering of engineering roles and competencies, the evidence that the skills required for engineering management are widely referred to as social, and the fact that men engineers are stereotyped as more technical, and women as more social, it might be theorized that (a) those that occupy managerial (vs. technical) roles in engineering are more socially oriented, and (b) that this will especially be the case for women. However, no research has empirically tested the relationship between having socially oriented characteristics and being in managerial roles within the engineering profession, nor have gender differences been examined. Purpose: We test whether social interests and communal goal strivings are linked to engineers' positioning in managerial roles and explore gender as a moderator of these relationships. Additionally, because enterprising interests and agentic goal strivings have been linked to managerial roles in other occupations, we test these as additional predictors of engineers' positioning in managerial roles. Method: In a field survey of 274 industry engineers from multiple organizations and subfields, we tested the relationships described using hierarchical linear regression analysis. Results: Enterprising interests and agentic goals, but not social interests and communal goals, were associated with being in managerial roles, and there were no gender differences in these relationships. Conclusions: Our findings challenge perceptions that managerial roles in engineering, and particularly women's positioning in these roles, are associated with socially oriented tendencies. Findings have implications for research on gender stereotyping and intraoccupational gender segregation in engineering and hold educational implications for curriculum, instruction, and advising. [ABSTRACT FROM AUTHOR]

Background: Personal characteristics (e.g., race/ethnicity, gender, and precollege experiences) are known to shape students' pathways to engineering, as well as persistence decisions in college. However, the role of psychological cost in postgraduation intentions has received less scholarly attention. Purpose: The purpose of this study is to examine sociocognitive factors that shape students' postgraduation intentions in the early college years. Guided by Social Cognitive Career Theory and the concept of psychological cost, we examine the role of self‐efficacy beliefs, outcome expectations, and psychological cost, as well as key background characteristics, in students' postgraduation intentions. Method: We analyzed survey responses from four cohorts of undergraduate engineering students at a large public university. Participants responded to items measuring self‐efficacy beliefs, outcome expectations, and psychological cost after their first and second years of college. We used structural equation modeling to examine the relationships between the sociocognitive variables and students' graduate school and career intentions. Results: The sociocognitive variables predicting postgraduation intentions after Year 1 differed from those predicting intentions after Year 2. After Year 1, we found no statistically significant sociocognitive variables predicting graduate school intentions or engineering career plans. After Year 2, both self‐efficacy and outcome expectations were significant predictors of postgraduation intentions. The psychological cost was significantly related to both self‐efficacy and outcome expectations. Finally, we found significant differences in racial/ethnic identity, sex, and first‐generation status. Conclusion: Examining psychological cost provides additional insights into the factors informing students' postgraduation intentions over the course of their collegiate careers and suggests new directions for research on students' thinking about engineering careers. [ABSTRACT FROM AUTHOR]

Copyright of Papers: Revista de Sociologia is the property of Universitat Autonoma de Barcelona and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)