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The article considers the sociological aspects of the senior bureaucrats’ appointment in the Russian federal ministries in recent five years. The study aims at identifying the prevailing recruitment model and at assessing the efficiency of policies, the necessity of which is determined by the high influence of bureaucracy in the Russian society and by the negative reputation of the civil service. The theoretical framework of the study consists of the theories of bureaucracy by Max Weber, Karl Marx, and Michel Crozier. The predictor variables describe personal characteristics of senior executives and the mode of their recruitment. The author tested two hypotheses about the predominance of one of two higher bureaucrats’ recruitment models: patrimonial (political, patronage) or meritorious; the second model seems to prevail. Based on the Russian dataset, the author also examined the connection between the recruitment model of senior bureaucrats and the efficiency of ministries in implementing government programs, information openness and contribution to the national economic growth. In all three cases, ministries headed primarily by career (meritorious) bureaucrats turned out to be more effective. The primary data on 381 senior civil servants’ biographies obtained was collected from the personal pages of official ministerial websites with the method of content analysis. The data on the ministries’ efficiency was collected from the annual ministry reports, public indices of informational openness, reports about the state programs implementation, and economic input of each ministry in the sectoral GDP. Quantitative methods such as regression analysis and statistical analysis were used to interpret the data. The author concludes that the Russian system of governance needs a special body to administer its higher bureaucracy (recruitment, remuneration, payment, retirement, etc.) structurally resembling the senior civil service in the OECD countries.

The COVID-19 pandemic resulted in productivity losses, particularly for early career researchers (ECRs) who do not have the same track record as their non-ECR colleagues. Therefore, the purpose of the current study was to examine differences in time allocation and research productivity outcomes between ECRs and non-ECRs at a Carnegie Classification R1 University in the United States. We quantitatively and qualitatively examined differences in time allocation (i.e., research, teaching) and research productivity outcomes (e.g., peer-reviewed publications), as well as pandemic-related challenges, between ECRs and non-ECRs over three time periods: pre-pandemic, year one of the pandemic, and the first eight months of year two of the pandemic. Compared to non-ECRs, ECRs reported significantly more time spent on research, less time on teaching, fewer peer-reviewed publications, and fewer funding proposal submissions during the pandemic. Qualitative data revealed three broad categories of pandemic-related challenges: tangible (e.g., research delays), intangible (e.g., mental health), and long-term impacts on career trajectory (e.g., delayed promotion). The implications for future research and for universities looking to mitigate adverse impacts of the pandemic for ECRs are discussed. [ABSTRACT FROM AUTHOR]

This study investigates career trajectory and work locations of doctoral students trained in Macao and analyses how their career paths are shaped by perceived macro‐level factors. Respondents from four applied disciplinary areas were selected for semi‐structured in‐depth interviews. Research results show that doctoral students who graduated from Macao higher education institutions enjoy good career prospects in Mainland China. Their competitiveness in the research‐related job market benefits from having a multi‐level support system and a training mode that promotes government–university–industry collaboration. Policies and demand from industrial sectors are involved in students' learning experience through channels such as financial support, project collaboration and networks. Doctoral students in Macao are strategic planners and actors in leveraging their human capital. As Macao becomes an emerging destination for cultivating high‐level research labour, findings from this study capture a model of human capital formation in China's cross‐system context. [ABSTRACT FROM AUTHOR]

The road to the top is never easy. This study investigated whether the career trajectories of top-level men's and women's badminton players could be predicted by their age at first major debut and the time taken to reach the top 150. Data from the BWF from October 2009 to October 2022 were analyzed using a predictive linear regression model with Bayesian inference, adjusting for anthropometric factors. The results suggested that age at debut influences career high rankings among over 120 elite players. Additionally, observations challenged the Matthew effect in early-career success for young players, proposing that inherent talent may be more significant than early nurturing. The study also examined the potential impact of relative age and early specialization in sports. [ABSTRACT FROM AUTHOR]

Purpose. The given article is devoted to the issue of social responsibilities in the educational context. The purpose of the article is to analyze the concept of social responsibilities as one of the main professional competencies and its reflection in educational results of higher education. Methodology. The methods of descriptive and evaluative analysis and synthesis are applied. This work covers the latest research results, normative documents, cur-rent trends in the labor market, as well as issues of psychological adaptability and social responsibility of those to secure the future of the economy. The authors prove that social responsibility is crucial in the 21st century. Results. The necessary conditions for the sustainable development of modern socie-ty are economic stability and continuous professional growth of the participants of social interactions. Higher education aims to develop students’ hard skills and their soft skills, which are currently referred to as life competencies. The paper reveals the conditions that need to be created within the framework of the educational pro-cess for the graduates to meet the requirements of the labor market. The work de-scribes the tendencies and the potentials of the higher educational system to provide its graduates with appropriate career trajectories. The ongoing transformation of the Russian educational system carried out according to current requirements of the society, contributes to the relevance of this study. The results of the research can be applied in teaching process at higher educational establishments.

The article deals with the problems of employment of students after graduation, provides employment schedules for 2021 graduates of Sevastopol State University. The methods of work of the University for solving problems in the field of employment of students and graduates are considered. A model of an individual educational trajectory as a modern method of working with youth is considered. The concept of a «tutor» and their influence on the construction of the career trajectory of students are considered. The authors predict a possible positive effect of the IET model in the educational environment. The Russian system of higher education is one of the largest in the world, and the employment issues are extremely relevant. In the conditions of mass development, the current system of «educational pipe» is not effective due to the dynamically changing labor market. In order to increase the efficiency of the «educational pipe», increase the number of graduates employed in the specialty, which should be both wide and narrow, the education system is in constant search for optimal ways to transform the educational process. We believe that an individual trajectory of employment for each graduate should be introduced into the educational process. In the United States, for example, the standard for many universities is free education, where students study according to open curricula and independently choose courses for study. At Columbia University and the University of Chicago, education is built on the «nuclear program» model. The presented programs imply the formation of an individual employment trajectory for university graduates. In Russian universities, it is also possible to introduce the experience of organizing such methods of training personnel, but taking into account the existing features and difficulties that will be discussed in this study.

The article examines the phenomenon of the parental family as a factor influencing the social (professional) mobility of postgraduate students. The influence of the parental family is analyzed in two directions / spheres: 1) the period of study (from the moment of admission to the defense of the dissertation) and 2) the formation of the views and perceptions of postgraduate students about career prospects and opportunities. The empirical base of the study is represented by data from qualitative in-depth interviews with postgraduate students of Moscow universities (N=30). There is proposed differentiation of students in postgraduate school into two groups (“goal-oriented” and “coincidental”), and the following conclusions are drawn: 1) at the initial stage of education, the role and importance of the parental family in the view of postgraduate students is minimal; 2) by the time of completing postgraduate studies, goal-oriented postgraduate students change their minds, recognizing the importance of the family as a supporting factor of social and professional mobility; 3) in contrast to the period of studying in graduate school the parental family becomes a significant factor of mobility in the views and perceptions of postgraduate students about professional prospects and the formation of a career trajectory.

Aims and Objectives: The aim of this study is to enhance the understanding of the core elements and influencing factors on the community‐based epilepsy nurse's role and responsibilities. Background: Internationally, epilepsy nurse specialists play a key role in providing person‐centred care and management of epilepsy but there is a gap in understanding of their role in the community. Design: A national three‐stage, mixed‐method study was conducted. Methods: One‐on‐one, in‐depth semi‐structured qualitative interviews were conducted online with 12 community‐based epilepsy nurses (Stage 1); retrospective analysis of data collected from the National Epilepsy Line, a nurse‐led community helpline (Stage 2); and focus group conducted with four epilepsy nurses, to delve further into emerging findings (Stage 3). A thematic analysis was conducted in Stages 1 and 3, and a descriptive statistical analysis of Stage 2 data. Consolidated Criteria for Reporting Qualitative studies checklist was followed for reporting. Results: Three key themes emerged: (1) The epilepsy nurse career trajectory highlighted a lack of standardised qualifications, competencies, and career opportunities. (2) The key components of the epilepsy nurse role explored role diversity, responsibilities, and models of practice in the management of living with epilepsy, and experiences navigating complex fragmented systems and practices. (3) Shifting work practices detailed the adapting work practices, impacted by changing service demands, including COVID‐19 pandemic experiences, role boundaries, funding, and resource availability. Conclusion: Community epilepsy nurses play a pivotal role in providing holistic, person‐centred epilepsy management They contribute to identifying and addressing service gaps through innovating and implementing change in service design and delivery. Relevance to Clinical Practice: Epilepsy nurses' person‐centred approach to epilepsy management is influenced by the limited investment in epilepsy‐specific integrated care initiatives, and their perceived value is impacted by the lack of national standardisation of their role and scope of practice. No Patient or Public Contribution: Only epilepsy nurses' perspectives were sought. [ABSTRACT FROM AUTHOR]

The road to the top is never easy. This study investigated whether the career trajectories of top-level men’s and women’s badminton players could be predicted by their age at first major debut and the time taken to reach the top 150. Data from the BWF from October 2009 to October 2022 were analyzed using a predictive linear regression model with Bayesian inference, adjusting for anthropometric factors. The results suggested that age at debut influences career high rankings among over 120 elite players. Additionally, observations challenged the Matthew effect in early-career success for young players, proposing that inherent talent may be more significant than early nurturing. The study also examined the potential impact of relative age and early specialization in sports.

The article has a research, practice-oriented nature and analyzes the problems of professional development and building a career trajectory of graduates through the prism of the personnel partnership of university and the business community. The purpose of the article is to explore the personnel cooperation between university and industrial partners in the context of professional development tracks and, in the light of this, develop a cyclogram of youth career development.The article presents the results of the study of factors influencing the formation of a career trajectory from the position of students of Orenburg State University (2022). The practice of implementing the formats of personnel partnership of the university and employers of Orenburg State University, including various activities within the framework of building the trajectory of professional and career development of a future specialist, is analyzed.The authors propose recommendations for the development of a cyclogram of students’ career development, improvement of the efficiency of interaction between the university and personnel partners by creating a student association of professional development focused on enhancement of career guidance activities at university, identifying creative, scientific, and entrepreneurial potential of students, developing skills necessary to increase competitiveness in the labor market, assistance in career planning and building of university students and graduates.

Background: In searching, entering and adapting into a career, lesbian, gay, bisexual, transgender, and other non-conforming (LGBTQIA+) individuals must consider how an organisation’s cultural norms will not only affect their work but also their gender and sexual identity. This includes actively seeking welcoming workspaces, employing coping strategies against minority stressors or having to exit a work environment because of prolonged homophobia. However, it is not constructive to immediately assume that this will be the career trajectory of all LGBTQIA+ individuals. Objectives: This review sought to explore how LGBTQIA+ individuals navigate intersections of gender and/or sexuality diversity in varied work environments. Methods: A desktop review of qualitative and quantitative studies was conducted to search for publications to answer the following question, what are LGBTQIA+ individuals’ experiences of gender and sexuality diversity within various work environments? Results: Given limited scholarship in this area in South Africa, local and international studies were consulted to further the body of knowledge. Evidence suggests that while LGBTQIA+ individuals have found much visibility and accommodation within most organisations, they still encounter discriminatory practices including minority stressors, such as racism, queerphobia and marginalisation. Conclusion: As such, it is suggested that most LGBTQIA+ individuals will either exit or risk experiencing strain or burnout under such conditions of multiple oppressions. Contribution: An immediate call for mental health services is required to buffer adverse wellbeing for LGBTQIA+ individuals in the work environment. Anti-discriminatory guidelines are recommended to promote gender and sexual diversity for LGBTQIA+ individuals in the work environment.

Through the lens of the talent development megamodel and the higher mastery framework, this instrumental case study examines the career trajectory of a biological anthropologist, Barbara J. King, who became a persuasive science communicator in the struggle for animal justice. Much of her impact stems from her development in two career paths, one formal and one informal, in biological anthropology and science communication. She developed credibility as a primatologist and academic and was able to apply her experience in the biological anthropology domain to public communication channels to share information about animal cognition and behavior. Through cumulative epiphanies, she came to recognize the value of understanding animals’ lived experience and the need to seek justice for animals. She became confident in her advocacy because of her extensive knowledge base and her teaching and writing skills, which developed through the many opportunities she eagerly pursued. King’s resilience, optimism, patience, curiosity, and motivation combined with confidence in her knowledge base and communication skills to create persuasive communications that challenge the ubiquitous view that animals’ lives are of lesser value than humans’ and they may be used for human purposes. In her dual careers of biological anthropology and science communication, she learned how to share strong evidence from animal research while respecting the individuals receiving her messages. Educators can support development of students’ transformational giftedness by encouraging identity exploration, fostering openness to new ideas, and not limiting their education to the narrow requirements of success within a single domain. [ABSTRACT FROM AUTHOR]

The Association of Pathology Chairs Senior Fellows Group provided reflections on activities that have kept them engaged and inspired after stepping down as chair. They offered advice to current chairs who were considering leaving their positions and also to individuals contemplating becoming pathology chairs. A majority (35/41) responded: 60% maintained teaching/mentoring activities; 43% engaged in hobbies; 40% took other administrative positions including deans, medical center chief executive officers, and residency program directors; 31% continued research; 28% wrote books; 20% performed community service; 14% led professional organizations; 14% developed specialized programs; 11% engaged in clinical service; and 11% performed entrepreneurial activities. Most individuals had several of these activities. One-third indicated that those considering becoming chair should be able to place faculty and department needs before their own. One-fourth emphasized the need to know why one wants to become chair, the need to develop clear goals, and the need to know what one wants to accomplish as chair before applying for and accepting the position. More than half (57%) indicated that before stepping down as chair, one should have a clear plan and/or professional goals that can be served by stepping down. Some even suggested that this be in place before applying for the chair. Almost two-thirds (63%) indicated they had no regrets stepping down as chair. These findings may be valuable to those contemplating stepping down from or stepping into any department chair position or other academic leadership role.

The Association of Pathology Chairs Senior Fellows Group provided reflections on activities that have kept them engaged and inspired after stepping down as chair. They offered advice to current chairs who were considering leaving their positions and also to individuals contemplating becoming pathology chairs. A majority (35/41) responded: 60% maintained teaching/mentoring activities; 43% engaged in hobbies; 40% took other administrative positions including deans, medical center chief executive officers, and residency program directors; 31% continued research; 28% wrote books; 20% performed community service; 14% led professional organizations; 14% developed specialized programs; 11% engaged in clinical service; and 11% performed entrepreneurial activities. Most individuals had several of these activities. One-third indicated that those considering becoming chair should be able to place faculty and department needs before their own. One-fourth emphasized the need to know why one wants to become chair, the need to develop clear goals, and the need to know what one wants to accomplish as chair before applying for and accepting the position. More than half (57%) indicated that before stepping down as chair, one should have a clear plan and/or professional goals that can be served by stepping down. Some even suggested that this be in place before applying for the chair. Almost two-thirds (63%) indicated they had no regrets stepping down as chair. These findings may be valuable to those contemplating stepping down from or stepping into any department chair position or other academic leadership role.

This research aims to address the paucity of research exploring the impact of formative experiences shaping the trajectory of young people entering higher education outdoor education programmes. Ten participants (n=10) were recruited from a college outdoor education programme this consisted of 6 male (n=6) age range 18–26 and 4 Females (n=4) age range, 18–27. The research followed a constructivist emergent approach. Semi-structured schedule guided the interviews but was open to emerging issues and involved a reflexive process where habitus became a tool around which to organise the research and the analysis. Two main themes emerged from the analysis: 'Gender, identity and formative experience' and 'Capital and access to the cultural field'. For 'Gender, identity and formative experience' there were sub themes: 'Masculinity, identity and place'; 'Femininity, identity and social space'; Challenging the gendered orthodoxy' and Women managing their identities'. 'Capital and access to the social field' deals with access to the cultural field of higher education and outdoor education. For the young men early experiences in the family establishes the masculine orthodoxy and cultural capital valued by the cultural field. Women provide a complex and contradictory accounts of their identity construction. Challenging the gendered orthodoxy often comes with a cost to their feminine capital and status. 'Capital and access to the social field' deals with access to the cultural field of higher education and outdoor education. Students from non-traditional backgrounds develop strategies based on their previous experiences to negotiate their learning identities. Students from traditional backgrounds are responsive to emerging opportunities where families provide optimal conditions for their seamless transition to higher education. Women have made gains in non-traditional career paths such as outdoor education but they are still subject to structural, institutional and gendered power relations shaping their career trajectories. [ABSTRACT FROM AUTHOR]

Background: Because the Clinical Nurse Leader (CNL) role is relatively new, little is known about the success of CNL graduates. Our aim was to describe the career path of CNL graduates and to measure satisfaction 2 to 10 years after graduation. Methods: A cross-sectional survey design was used to assess career trajectory and self-reported satisfaction with work, life, and educational preparation in a sample of 109 CNL graduates from one university. Online data collection was used, resulting in participants from across the United States. Results: Respondents were primarily Direct Entry CNL graduates. The majority (95%) were still working full- or part-time in nursing. Most (over 90%) were satisfied or extremely satisfied with their decision to become a nurse. Life satisfaction was high: the Satisfaction with Life Scale mean score was 24.9 (SD = 5.67). Conclusion: These results help describe CNL career trajectories and provide useful suggestions for education and practice. This information can help build the business case for the CNL. [ABSTRACT FROM AUTHOR]

The ongoing Covid-19 pandemic has taught everyone that longterm planning and execution, which have always been taken for granted, are not a given. In many contexts, stagnation was the initial outcome of hard lockdowns. As international travel ground to a halt, the lack of mobility seriously hampered scholarly personal interaction as an essential part of the career development of especially early-career researchers. While the focus of this paper is not on the current or future effects of the pandemic, the temporary inaction associated with Covid might be seen as a wake-up call for an active, rigorous effort towards sustainable development. Education faculties and their research entities have a duty towards both earlycareer and established researchers to develop strategies through which a steady development path can be maintained despite local, national and international disruptions. The notion of sustainable development of researchers’ career trajectories implies a long-term approach to incessant growth, expansion and skills improvement, leading to maintained and increased productivity as well as higherquality research outputs. This paper explores strategies that may be followed by authorities and individuals that focus on a positive career trajectory for both early-career and established researchers. The question to be answered is how continuous development can be facilitated. The answers lie, inter alia, in stimulating a lifelong interest in research during pre-graduate and doctoral students’ introduction to research theory and practice, constantly building capacity through increased research skills levels. Mentorship offered by established researchers can also be seen as part of their own prolonged development. In addition, of equal importance is the development of the ability among individual researchers and project groups to take responsibility for their own career trajectory. [ABSTRACT FROM AUTHOR]

This study takes a network approach to explore the career trajectories of Song officials who served in the Imperial Library from 1131 to 1164. It exemplifies how officials’ career records, abundant in Chinese historical sources, can provide a trove of information that we may utilize to decipher the operations of imperial bureaucracy and the career paths of officials. “Nurturing talents in the academic institutes” was a policy that the Song dynasty developed to prepare promising junior officials for top civilian leadership. Under this “talent-nurturing” policy, “talented officials” were appointed to the Imperial Library. Such appointments were considered a launchpad for a successful career, as the appointees often soon advanced to other influential offices across diverse branches of government. As an official was transferred from one position to another, the connections between offices reveal early Southern Song bureaucratic practices. Using the career records of officials appointed to the Imperial Library in the early Southern Song, this paper constructs a directed network of bureaucratic transfers. It demonstrates that many offices held by beneficiaries of the “talent-nurturing” policy were stepping-stones towards the highest echelon of government. Their duties involved personnel administration, especially the evaluation of the character and performance of other officials. By focusing on the early Southern Song, a period in which the dynasty was embroiled in war and struggling to survive, this paper also demonstrates how political crises impacted the implementation of the “talent-nurturing” policy.

Taking a gap year to obtain an additional degree or for research is becoming increasingly popular among medical students pursuing dermatology to bolster residency application competitiveness. The purpose of this study was to determine whether doing so influences future academic achievement and career trajectory. A list of dermatologists who achieved board certification in 2010 was obtained from the American Board of Dermatology. Information regarding additional post-graduate degrees, research years, fellowship specialization, practice setting, publication number, and H-index were obtained using publicly available data. Additional degrees were associated with higher research productivity, higher H-index, and practicing at teaching hospitals while taking a research year was only associated with a higher H-index. This data can be used to further inform medical students wishing to achieve high levels of research productivity and careers at teaching institutions and residency programs wishing to recruit such applicants. [ABSTRACT FROM AUTHOR]

The ongoing Covid-19 pandemic has taught everyone that longterm planning and execution, which have always been taken for granted, are not a given. In many contexts, stagnation was the initial outcome of hard lockdowns. As international travel ground to a halt, the lack of mobility seriously hampered scholarly personal interaction as an essential part of the career development of especially early-career researchers. While the focus of this paper is not on the current or future effects of the pandemic, the temporary inaction associated with Covid might be seen as a wake-up call for an active, rigorous effort towards sustainable development. Education faculties and their research entities have a duty towards both earlycareer and established researchers to develop strategies through which a steady development path can be maintained despite local, national and international disruptions. The notion of sustainable development of researchers’ career trajectories implies a long-term approach to incessant growth, expansion and skills improvement, leading to maintained and increased productivity as well as higherquality research outputs. This paper explores strategies that may be followed by authorities and individuals that focus on a positive career trajectory for both early-career and established researchers. The question to be answered is how continuous development can be facilitated. The answers lie, inter alia, in stimulating a lifelong interest in research during pre-graduate and doctoral students’ introduction to research theory and practice, constantly building capacity through increased research skills levels. Mentorship offered by established researchers can also be seen as part of their own prolonged development. In addition, of equal importance is the development of the ability among individual researchers and project groups to take responsibility for their own career trajectory.

The article compares measures to support female teachers in universities in the UK, Germany and Russia with gender statistics from the OECD. An ambiguous correlation was revealed: the broader the measures to support female university teachers, the lower their share in higher education. The purpose of the work is to identify the reasons for this relationship. Within the framework of the hypothesis, the following thesis was put forward: high competition in higher education affects the decrease in the proportion of female teachers and forces the states to introduce a wide range of support tools to achieve gender balance. Comparison of the specifics of the spheres of higher education in the studied countries: R&D expenditures in the field of higher education and the working conditions of teachers (average salary, mobility, a specificity of contracts, hours worked, career opportunities) made it possible to identify the level of competition in universities. The obtained results confirmed the hypothesis about the direct influence of the level of competition on the share of female teachers in higher education. In conclusion, the relevance of the experience of European countries in building a gender balance among university teachers for Russia is considered. It is concluded that significant differences in the specifics of the sphere of higher education in Russia and the studied European countries, as well as the dominant share of female university teachers in our country, are not a sufficient reason for refusing to study foreign experience. On the contrary, the measures taken by the Government and the Ministry of Education and Science of Russia in recent years, if successfully implemented, will significantly increase the level of competition in the field of domestic higher education and the issue of gender balance will become relevant. In order to prevent a possible generational gap among female university teachers and the aggravation of the problem of gender balance in the future, it is necessary to study and adapt foreign experience, avoiding mistakes.

Despite the prevalence of English private tutoring (EPT) in EFL contexts, scant literature has focused on its tutors' career experiences. This narrative study, underpinned by social cognitive career theory (SCCT), inquiries into the career trajectories of three EFL tutors in Mainland China. Data were mainly collected through three rounds of narrative interviews. Tutors' photos representing significant career moments supplemented the interview data. Based on their narratives, these participants experienced 'zigzag' career trajectories that featured frequent turnovers, lengthy work gaps, and identity shifts from institutional tutors to start-up owners. Informed by SCCT, this study unveils that tutors' career trajectories were shaped by their self-efficacy beliefs associated with personal attributes and prior experiences. Tutors' trajectories were also shaped by their outcome expectations from material and social perspectives, and contextual influences, including personal opportunities and barriers, institutional management, and socio-political factors like the ongoing 'Double Reduction' policy. These findings are discussed in order to inform other tutors to visualize and organize their career development within the context of policy constraints and, furthermore, offer implications for tutorial institutions to retain tutors for instructional consistency. This inquiry also demonstrates the potential to apply the SCCT model to understanding teachers' career development in the 'shadow education' context. [ABSTRACT FROM AUTHOR]

Novice principals can easily recall how and why they became principals. Although transitioning from teacher to school principal is often experienced as daunting, few studies have examined the career trajectories of principals, either before or after becoming a principal. This qualitative empirical interview study investigates the life-span career trajectories of 14 novice principals in Sweden by investigating their pre-entry and entry stages to principalship. Their career trajectories are influenced by structural factors and aspects of their agency. The results show that their concerns pass several stages and that they either have applied to become a principal because they see value in being a principal per se, or they apply ‘away from being a teacher’, that is, to become a principal because teaching has become too stressful. Two paths were revealed, the first path approaches principalship as a practice and the second path approaches principalship as a project. [ABSTRACT FROM AUTHOR]

Emerging research suggests that the stress and complexities of the teaching profession contribute to early exits from the field. Stressors may be increased when individuals are tasked with teaching physical education and another school subject(s) concurrently. More specifically, role conflict in teaching multiple school subjects consists of three subdomains: status conflict, schedule conflict, and energy expenditure. The purpose of this paper is to propose a theoretically informed conceptual model of this type of conflict that better informs the professional lives and careers of teachers. The framework's three interrelated elements are dynamic and contextually bound and influence the experience of multiple subjects role conflict. These three elements include experiences of role conflict, contextual and individual factors, and an outer limit of individuals' capacity to manage stressors. Three vignettes are used to illustrate how teachers' experiences of conflict interact with contextual and individual factors to increase or decrease their capacity for stress. [ABSTRACT FROM AUTHOR]

Many young adults in countries with advanced economies make linear career transitions from school to work. However, there is a great variability in youth's postsecondary education and early work experiences and more work is needed to identify the career trajectories of modern youth. Using longitudinal data on 1747 young adults from the National Longitudinal Survey of Youth–1997, the current study identifies work and school pathways commonly seen in the transition to adulthood and investigates multiple levels of adolescent precursors. Using latent class analysis, we identified four work and school pathways centered on educational attainment. Whereas parental education and future educational expectations in adolescence significantly shaped the career pathways, local labor market conditions played a limited role in predicting these pathways. [ABSTRACT FROM AUTHOR]

This study aims to explore the serious leisure to devotee work (SL-DW) transformation trajectory in the case of yoga. An in-depth semistructured interview was conducted with 15 serious yoga practitioners to examine career change and the relationships between leisure and work. The findings of the research outline the passage from stepping into casual yoga leisure, moving from casual to serious yoga leisure, aspiring to succeed on the professional level, becoming an occupational devotee and finally a possible return to the serious-leisure state. A grounded theoretic model emerges explaining the blurred relationships between leisure and work, and the intertwined, dynamic and interactive nature serving as both the antecedent to and consequence of each other. This study theoretically contributes to deepening serious leisure career, the leisure-work relationships and the Serious Leisure Perspective. Meanwhile, it has practical implications for understanding and policy making for other emerging, leisure-oriented kinds of work in the new era. [ABSTRACT FROM AUTHOR]

Background: Contemporary research has shown that only a small proportion of high achieving young athletes continue to become successful senior athletes. However, there is a lack of empirical literature tracking the success of senior male and female athletes who were considered high achieving as a youth. Hypothesis: Athletes of both sexes who are successful in youth categories (U18 and U20) are more likely to be successful senior athletes. Conclusion: Data from 67,600 athletes were collated from the tilastopaja.org platform. The inclusion criteria for both genders were determined by top-100 ranking in the U18 and U20 age groups and progression to the top-100 as a senior athlete. Only 23.5% of successful track and field athletes (ranked in top-100) at U18 became a successful senior athlete, while 35.4% were from the U20 group. Girls ranked in the top-100 U18 and U20 categories are significantly more likely to be ranked in the top-100 as a senior when compared to boys. Although, being ranked in the top-50 at U18 and U20 significantly increases the probability of becoming a successful senior athlete when compared with less successful athletes at these age groups (p < 0.001). Notably, the majority (68.5%) of the most successful senior athletes were not ranked in the top-100 when in the U18 or U20 age groups. Only a small group of track and field athletes that are successful at U18 and U20 become successful at senior level. The most successful track and field youth athletes are significantly more likely to succeed as a senior athlete than their less successful peers, while girls are more likely to be successful than boys. [ABSTRACT FROM AUTHOR]

BackgroundContemporary research has shown that only a small proportion of high achieving young athletes continue to become successful senior athletes. However, there is a lack of empirical literature tracking the success of senior male and female athletes who were considered high achieving as a youth.HypothesisAthletes of both sexes who are successful in youth categories (U18 and U20) are more likely to be successful senior athletes.ConclusionData from 67,600 athletes were collated from the tilastopaja.org platform. The inclusion criteria for both genders were determined by top-100 ranking in the U18 and U20 age groups and progression to the top-100 as a senior athlete. Only 23.5% of successful track and field athletes (ranked in top-100) at U18 became a successful senior athlete, while 35.4% were from the U20 group. Girls ranked in the top-100 U18 and U20 categories are significantly more likely to be ranked in the top-100 as a senior when compared to boys. Although, being ranked in the top-50 at U18 and U20 significantly increases the probability of becoming a successful senior athlete when compared with less successful athletes at these age groups (p < 0.001). Notably, the majority (68.5%) of the most successful senior athletes were not ranked in the top-100 when in the U18 or U20 age groups. Only a small group of track and field athletes that are successful at U18 and U20 become successful at senior level. The most successful track and field youth athletes are significantly more likely to succeed as a senior athlete than their less successful peers, while girls are more likely to be successful than boys.

The Brussels-based civil society organizations (CSOs) have been conceived by the EU to act as a bridge between the bureaucratic elites and the citizens of Europe. The institutionalized presence of the major EU-based CSOs has, however, called their legitimacy into question, as exemplified by notions such as ‘revolving doors’ implying homogeneous social, educational, and professional backgrounds shared by both EU officials and CSO leaders. This article therefore asks the following questions: To what extent do the leaders of EU-based CSOs merely reproduce the types of capital that mirror those of the political elites in the so-called ‘Brussels bubble’? To what extent do the CSO leaders bring in other sets of capital and forms of recognition that are independent of the Brussels game? How can we explain differences in the salience of EU capital found across policy areas, types of leadership positions, and types of organizations? Empirically, this article qualitatively analyzes the career trajectories of 17 leaders of EU-based peak CSOs that are active in social and environmental policy areas. Despite the highly integrated and institutionalized characteristics shared by all organizations, we find diversity in the composition of the leaders in terms of the extent to which their career trajectories are embedded in the EU arena.

The one-child generation daughters born to middle-class Chinese parents enjoy the privilege of concentrated family resources and the opportunity for education overseas. We focus on the “privileged daughters” who have studied abroad and remained overseas as professionals. Using three cases of post-student female migrants who were of different ages and at different life stages, we situate their socioeconomic mobility in the context of intergenerational relationships and transnational social space. Drawing on further interview data from the same project we argue that, although the “privileged daughters” have achieved geographical mobility and upward social mobility, through education and a career in a Western country, their life choices remain heavily influenced by their parents in China. Such findings highlight the transnationally transferred gendered burden among the relatively “elite” cohort, thus revealing a more nuanced gendered interpretation of transnational socioeconomic mobility.

Background Long-term forms of depression, especially chronic and episodic, make it very hard for any individual to maintain a steady job or develop in his/her workplace, which reduces the ability to gain financial security. The purpose of this study is to investigate and thoroughly examine the impact of long-term depression on career trajectories and job stability using a methodical evaluation of the literature supplemented with case studies. Methodology This study combined a systematic review of available literature with a detailed case series analysis. The literature search was conducted systematically in three major databases, namely, PubMed, PsycINFO, and Scopus. The systematic review synthesized findings from studies that assessed the relationship between chronic and episodic long-term depression and employment-related outcome measures, i.e., job stability, upward career mobility, and socioeconomic status. The studies published between 2000 and 2024 were included and qualified. The case series contributed qualitative depth using eight personal experiences illustrating how the use of self-workplace dynamics interacted with depressive symptoms to shape employment. Results The systematic review provided consistent evidence that depression negatively influences employment status, such as decreased income and an increased rate of unemployment and disability claims. The current investigation included 29 studies, which were chosen after a rigorous screening process that included identifying 10,651 records and removing irrelevant or duplicate entries. The case series underlined further that it is the role of support executed by the workplace and societal stigma that mitigates or exaggerates these outcomes. In cases, people whose careers were disrupted by depression (job loss, low productivity, and long-term financial pressure) evidenced a huge change. Conclusions The effects of chronic and episodic long-term depression interfered with employment and socioeconomic well-being and, in fact, expanded beyond the individual to affect larger societal factors. Healthcare providers should collaborate with employers to ensure affected individuals receive appropriate accommodations in the workplace along with responses to mental health concerns. Further, policymakers should create inclusive policy environments to address the demands of people concerning job security and access to mental health related to depression. In addition, they should promote anti-stigma campaigns targeted at the reduction of societal and workplace discrimination against mental health issues., Competing Interests: Human subjects: Consent was obtained or waived by all participants in this study. Iraqi Board for Medical Specializations issued approval NA. Animal subjects: All authors have confirmed that this study did not involve animal subjects or tissue. Conflicts of interest: In compliance with the ICMJE uniform disclosure form, all authors declare the following: Payment/services info: All authors have declared that no financial support was received from any organization for the submitted work. Financial relationships: All authors have declared that they have no financial relationships at present or within the previous three years with any organizations that might have an interest in the submitted work. Other relationships: All authors have declared that there are no other relationships or activities that could appear to have influenced the submitted work., (Copyright © 2024, Alshammaa et al.)

The aging of the professoriate throughout the end of the twentieth century and the early years of the 2000′s (both before and after the end of mandatory retirement in the United States, ca. 1994) has become a source of concern for some scholars and research administrators, who posit that the "greying" of the academy results in lower research activity and a decline in scientific advancement. Some published opinions concur that senior scholars' research programs do not keep pace with those of their younger colleagues, but little quantitative evidence has been presented to evaluate that claim. In this study, we quantify senior faculty publication activity in six broad fields, comparing their publication rates to their younger colleagues across four modes of knowledge dissemination: journal articles, conference proceedings, books, and book chapters. Career publication activity does not follow the "peak and decline" pattern described in earlier studies. In most fields, journal article publication rates do not decline substantively with age (and in some cases article publication rates are higher among senior scholars), conference proceeding publication rates tend to decline with age, while book and chapter publication rates increase markedly with age. Overall, senior scholars maintain publishing activity levels and tend to shift their focus to the development and evolution of ideas through the publication of longer-format works as books and book chapters. [ABSTRACT FROM AUTHOR]

This article describes how to utilize data-driven artificial intelligence (AI) to automate researcher assessment using data from profiling systems. We consider that a researcher assessment is done for a purpose and not divorced from a specific target placement. We formulate researcher assessment as a binary classification task, that is, a candidate researcher is classified as either fit or unfit for a given placement. For classifying researchers, we adopt case-based reasoning, a transparent artificial intelligence methodology that implements analogical reasoning, allows adaptation, machine learning, and explainability. This work addresses a human limitation through AI. Given a small number of candidates for a job or award and a clear job description, even if capable of selecting the best fit candidate, human decisions may be neither transparent nor reproducible. The approach in this article describes how to use AI methods to, from a job description, select the best fit candidate while considering career trajectories, providing explanations, and being reproducible. We describe the implementation of the methodology for a hypothetical placement in a real research institute from real but anonymized curriculum vitae from the Brazilian Lattes Database. We describe an experiment demonstrating that the purpose-oriented approach is more accurate than purpose-independent classifiers. The proposed methodology meets various principles from the Leiden Manifesto. [ABSTRACT FROM AUTHOR]

This autobiographical narrative inquiry uses an ascribed, stock Chinese metaphor to make sense of my career trajectory. My thinking with the metaphor reaches back to my childhood, follows how various metaphorical images surfaced longitudinally in my research program, and characterizes the increasing incommensurability between my local work landscape and my growing international reputation. Foundational to my stories of experience are the narrative concepts of sacred stories, secret stories, cover stories, and counter stories. When I received a major international research award in 2015, my career reached a crossroads where I knew I either would have to quit the profession or find employment elsewhere. I could no longer remain healthy in an environment profoundly unhealthy for me. This research story captures my journey of confronting and transcending the dragon gate. It illuminates how I freed myself of one institution's challenges, while making peace with, and becoming part of, a more hospitable university environment. This narrative research study makes public how a myriad of stories has shaped and re-shaped my academic career over time. [ABSTRACT FROM AUTHOR]

Career development frameworks help professionals better understand career decision‐making, but the genetic counseling field lacks a comprehensive framework to describe career development. The purpose of this qualitative study was to explore commonalities across participants' career trajectories and identify factors which influence decision‐making throughout genetic counseling careers. Using purposive sampling, 17 genetic counselors with advanced skills were interviewed about their career trajectories, factors which influenced career decisions, and the process and outcomes of those decisions. Content analysis was both inductive and deductive, employing triangulation techniques to enhance analytic rigor. Results highlighted common experiences and critical processes of interviewees' career trajectories and contributed to the development of the Genetic Counselor Career Trajectory Framework (GCCTF), which depicts an iterative process of considering change in one's career. Each iteration is prompted by predisposing influences (past experiences, personal attributes, and contextual factors), characterized by self‐assessment and flexible planning, and completed when a decision about making a change is reached. Multiple iterations collectively create evolution of a career trajectory. The GCCTF adds to existing theories of career development by emphasizing dynamic processes of considering change and applies established concepts to a specialized healthcare profession. Individual genetic counselors can utilize the GCCTF to expand awareness of factors influencing a specific career decision and gain insight into experiences of change across their careers. [ABSTRACT FROM AUTHOR]

The Brussels-based civil society organizations (CSOs) have been conceived by the EU to act as a bridge between the bureaucratic elites and the citizens of Europe. The institutionalized presence of the major EU-based CSOs has, however, called their legitimacy into question, as exemplified by notions such as 'revolving doors' implying homogeneous social, educational, and professional backgrounds shared by both EU officials and CSO leaders. This article therefore asks the following questions: To what extent do the leaders of EU-based CSOs merely reproduce the types of capital that mirror those of the political elites in the so-called 'Brussels bubble'? To what extent do the CSO leaders bring in other sets of capital and forms of recognition that are independent of the Brussels game? How can we explain differences in the salience of EU capital found across policy areas, types of leadership positions, and types of organizations? Empirically, this article qualitatively analyzes the career trajectories of 17 leaders of EU-based peak CSOs that are active in social and environmental policy areas. Despite the highly integrated and institutionalized characteristics shared by all organizations, we find diversity in the composition of the leaders in terms of the extent to which their career trajectories are embedded in the EU arena. [ABSTRACT FROM AUTHOR]

Universities are fundamental institutional formations aimed to shape the future of any country by training qualified human resources. Education remains one of the main business processes of a higher educational institution (university), the quality of which is ensured by the efficient arrangement of all upper-level processes. The goal of this study is to develop a methodology for assessing the educational performance by assessing the upper-level processes. The theoretical basis for the methodology includes academic works of domestic and foreign theorists and practitioners in the organization of the functioning of higher educational institutions, analytical reviews dedicated to higher education and its key process - educational activities, regulatory and legal framework of the Russian Federation, and statistical data reflecting the results of the activities of universities. The methods of structural and comparative analysis, econometric and sociometric methods, as well as expert assessments are used to create the methodology. The proposed methodology for assessing the efficiency of the educational process has been tested in one of the regional technical universities to indicate a low educational performance initially caused by the low quality of the organization of vocational guidance. [ABSTRACT FROM AUTHOR]

In this era of interdisciplinary science, many scientific achievements, such as artificial intelligence (AI), have brought dramatic revolutions to human society. The increasing availability of digital data on scholarly outputs offers unprecedented opportunities to explore science of science (SciSci). Despite many significant works have been done on SciSci, substantial disciplinary differences in different domains make some insights inadequate within particular fields. One thing standing out is that knowledge concerning the science behind AI is sorely lacking. In this work, we study the evolution of AI from three dimensions, including the evolution of trend, mobility, and collaboration. We find that the AI research hotspots have shifted from theory to application. The USA, which has the largest number of distinguished AI scientists, appeals most to the global AI talents. The brain drain problem of AI scientists is increasingly serious in developing countries. The ties among the AI elites are highly clustered in the collaboration network. Overall, our work aims to serve as a starter and support the development of AI exploring in a visionary way. The related demos are available online in AMiner (https://www.aminer.cn/ai10, https://trend.aminer.org). [ABSTRACT FROM AUTHOR]

This contribution provides an in-context exploration of how middle-managers make sense of their career progress, and particularly focuses on 'merit' to understand how careers are driven in a hierarchical organization. The study exposes 'merit' as a fragmented and individualized construction that links back to the participants' broader life ambitions and identity footprint. It also shows a tendency for maintaining trust in 'merit' above other circumstantial and opportunity factors, even in face of events which undermine the application of the merit-based principle. 'Merit' is hence portrayed to be a rationalized narrative in careers' trajectory; a marker used by participants to make sense of events in a coherent manner, consequently experiencing self-efficacy and reducing uncertainty. The findings add complexity to the 'meritocracy' debate, calling for new critiques which address its underlying inequality dimension while also contemplating the individual psychological purpose driving 'merit' beliefs. [ABSTRACT FROM AUTHOR]