Search Results (137)

As the labor market has tightened and businesses have increased their part-time and hourly wages, recruiting and retaining high-quality college students to work on campus in part-time and hourly roles has remained a stubbornly problematic issue. As a result, this study provides a unique perspective into the minds of student workers by leveraging NASPA/ACPA’s professional competency areas and Tull’s synergistic supervision as conceptual and theoretical frameworks to understand how a subset of college student workers view supervisors in recruiting and retaining them, as well as providing pre-professional development opportunities. Through semi-structured qualitative focus groups with 54 college students working as peer financial mentors within student affairs units, qualitative data suggest that student workers view supervisors as critical to their recruitment if the work is positioned as flexible and career-oriented. Moreover, student workers appreciated supervisors who promised and then delivered professional development during employment, preparing them for the workforce. Additionally, student workers want and need a supervisor who builds a professional relationship with them and who empowers them to develop a sense of confidence through their work. Implications for student affairs research, policy, and practice are addressed. Full article

Background/Objectives: Clinical Research Nurses (CRNs) have emerged as pivotal actors in the conduct, coordination, and oversight of clinical trials globally. Over the past three decades, the role of the CRN has evolved in response to the increasing complexity of research protocols, ethical standards, and regulatory frameworks. Originating as task-oriented support figures, CRNs have progressively assumed broader responsibilities that include patient advocacy, protocol integrity, ethical vigilance, and interprofessional coordination. By mapping the global literature on CRNs, this review will examine how their role has been defined, implemented, and evaluated over the past three decades. Methods: A scoping review was conducted using JBI methodology and PRISMA-ScR guidelines. The search covered the peer-reviewed and gray literature from 1990 to 2024 across major databases. Data analysis combined traditional extraction with topic modeling, Multiple Correspondence Analysis, and k-means clustering to identify key themes. Results: From the 128 included studies, four major themes emerged: clinical trial management, role perception and team integration, professional competencies and development, and systemic barriers. Despite formal competency frameworks, CRNs face inconsistencies in role recognition, unstable contracts, and limited career pathways. Emotional strain and professional isolation are recurrent. Over time, their functions have evolved from task execution to broader responsibilities, including advocacy and ethical oversight. However, no studies reported patient-level outcomes, revealing a critical gap in the evidence base. Conclusions: CRNs play a vital but undervalued role in clinical research. Persistent structural challenges hinder their development and visibility. Enhancing institutional support and generating outcome-based evidence are necessary steps toward fully integrating CRNs into research infrastructures. Full article

Workaholism and perfectionism have increasingly been identified as significant obstacles to effective lifelong learning and skills development, ultimately undermining long-term career adaptability and organizational resilience. This study explores the predictive role of perfectionism and professional workaholism, with a particular focus on their implications for continuous education and occupational sustainability—defined as employees’ ability to remain adaptable and resilient over time. Using a cross-sectional quantitative design, data were collected from 105 participants (54 IT professionals and 51 nurses) who completed standardized measures of perfectionism and workaholism and reported their cognitive–emotional readiness for further training. Four regression models were employed to assess the impact of the three perfectionism dimensions and profession on overall workaholism and its subcomponents (excessive work, compulsive work, supplementary work). Socially prescribed perfectionism emerged as a strong predictor, accounting for over one-third of the variance in workaholism (β = 0.37; R²_adj = 0.368; p < 0.001), while self-oriented perfectionism significantly predicted excessive work (β = 0.25; p = 0.015). Professional domain had no significant effect, indicating the trans-professional nature of these psychological barriers. Additionally, workaholism was associated with reduced cognitive–emotional availability for ongoing training, highlighting its detrimental effects on lifelong learning. Limitations include the cross-sectional design and reliance on convenience sampling. From a practical perspective, the findings support interventions targeting maladaptive perfectionism, aiming to enhance engagement in continuous professional education and foster sustainable work environments, in line with the United Nations Sustainable Development Goals (SDG 4 and SDG 8). Full article

This study addresses a gap in hospitality research by investigating how employees’ perceptions of green intellectual capital (GIC) influence their satisfaction with both career and life. Although sustainability has become increasingly relevant in organizational strategies, limited research has examined how such job resources affect employees’ attitudes. Guided by the Job Demands–Resources (JD-R) framework, the study proposes a model in which organizational embeddedness (OE) mediates the relationship between green intellectual capital (GIC) and satisfaction outcomes, while thriving at work (TAW) moderates this pathway. The analysis is based on data collected from 371 employees working in four- and five-star hotels in Turkey. Structural equation modeling was used to test the hypotheses. The findings show that positive perceptions of green intellectual capital (GIC) are associated with stronger embeddedness, which, in turn, enhances career and life satisfaction. Moreover, this indirect effect is more pronounced among employees who report higher levels of thriving. The results emphasize how sustainability-oriented practices can serve as meaningful resources that improve employee outcomes in the hospitality industry. Full article

Self-realization, a multifaceted concept, has long been a subject of interest in the scientific literature. Given its profound impact on overall well-being and work-related satisfaction, the development of instruments capturing its complexity assumes significant relevance. Therefore, this study presents the development and validation of the META—Measurement for Evolution, Transformation, and Autorealization, a self-report measure designed to assess the propensity for self-realization. The study involved a sample of 634 participants, who completed a survey comprising the META, Satisfaction with Life Scale, Career Adapt-Abilities Scale, General Self-Efficacy Scale, Insight Orientation Scale, and 10-item Connor–Davidson Resilience Scale. The analyses confirmed the statistical solidity of the three hypothesized sections; Part A (Evolutionary Thrust), including Sense of life, Spirit of service, Self-Authorizing, Self-Centering, and Internal Drive for Realization; Part B (Transformative Adaptation), including Propensity for transformation, Distress to change, Adaptability, and Fullness of the Experience; Part C (Work Attitude), including Social Service and Care, Administrative and Office Works, Entrepreneurship, Customer Service and Hospitality, and Manual activities. Factor analyses supported the structural validity of the three hypothesized sections of the META, and all subscales showed good to excellent internal consistency. Significant correlations between the META dimensions/subdimensions and self-realization or well-being outcomes also emerged. The META showed excellent psychometric properties and may be used in various fields, promoting advancements in research and practices supporting well-being and personal fulfilment. Full article

Most current undergraduate students have always lived in a world where climate change has been part of the popular discourse. Surveys show that younger individuals are more worried about climate change than older adults, but there has been relatively little examination of the role that concern is playing in the educational and career plans of undergraduate students. This study presents the results of a survey of undergraduates at a US public university that examines the impact of climate change on what these students choose to study and how they are preparing for post-graduation careers. The results show that the majority of respondents believe climate change is an important social problem, that humans have caused it, and that we have a responsibility to address it. About 15 percent of respondents also report that climate change has impacted their area of study or their post-graduation career plans. Respondents who have taken a class focused on climate change are most likely to report an impact, while respondents who have not discussed climate change in a university class are the least likely to report an impact. If the impact of climate change on educational choices grows as climate change impacts increase, universities should expect to see changing demands in areas of study as well as an increasing need for programming and support to prepare students for climate-oriented careers. Full article

As mental health has gained prominence in recent years, elite ice hockey players have shared their experience of psychological problems, including adverse alcohol use, anxiety, depression, distress, eating disorders, and sleep disturbances. Mental health remains a sensitive issue for ice hockey players, as stigma, a strong hockey culture, lack of mental health literacy, and negative past experiences with seeking help constitute barriers to seeking support. This scoping review aims to identify the psychological factors contributing to elite ice hockey players’ well-being. After screening the titles and abstracts of three databases within a 2002–2025 timeframe, a total of 517 articles were retrieved. Seventeen articles targeting ice hockey athletes over 14 years of age competing at an elite level were selected. Three main categories emerged from the included studies: anxiety and depressive symptoms, motivational variables, and coping strategies at different career stages. Factors such as retirement, concussions, social support, parenting style, task-approach goals, and task-oriented behavior were influential components to the well-being and mental health of elite ice hockey players. Using the Lazarus and Folkman model, the identified psychological factors may help athletes and various actors surrounding them to better understand athletes’ well-being. Full article

This study explores how Speech and Elocution Training (SET) activates language potential and fosters career-oriented development among higher vocational students through self-efficacy mechanisms. Through qualitative interviews with four vocational graduates who participated in SET 5 to 10 years ago, the research identifies three key findings. First, SET comprises curriculum content (e.g., workplace communication modules such as hosting, storytelling, and sales pitching) and classroom training using multimodal TED resources and Toastmasters International-simulated practices, which spark language potential through skill-focused, realistic exercises. Second, these pedagogies facilitate a progression where initial language potential evolves from nascent career interests into concrete job-seeking intentions and long-term career plans: completing workplace-related speech tasks boosts confidence in career choices, planning, and job competencies, enabling adaptability to professional challenges. Third, SET aligns with Bandura’s four self-efficacy determinants; these are successful experiences (including personalized and virtual skill acquisition and certified affirmation), vicarious experiences (via observation platforms and constructive peer modeling), verbal persuasion (direct instructional feedback and indirect emotional support), and the arousal of optimistic emotions (the cognitive reframing of challenges and direct desensitization to anxieties). These mechanisms collectively create a positive cycle that enhances self-efficacy, amplifies language potential, and clarifies career intentions. While highlighting SET’s efficacy, this study notes a small sample size limitation, urging future mixed-methods studies with diverse samples to validate these mechanisms across broader vocational contexts and refine understanding of language training’s role in fostering linguistic competence and career readiness. Full article

Education leads to building successful careers. However, different groups of students have different studying preferences. Our target group are athletes, combining their education and sports training. The main objective is to provide recommendations for an effective education system for athletes, improving their chances of finding new careers after leaving sports. Such a system must include Big Data and utilise AI possibilities currently available that support athletes’ career planning and development in a meaningful way. The main objective is specified by the following partial objectives: identifying what types of Big Data to analyse in connection with the athletes’ education; revealing what AI tools to include in the athletes’ education for their better preparation for a career after sports; determining what knowledge of AI and Big Data athletes need to stay relevant once they enter the labour market. Our study combines secondary and primary data sources. The secondary data (used in the orientation analysis) include case studies on AI and Big Data connected to education. The primary data were collected via a survey performed on over 200 Slovak junior athletes. The results show directions for the sports policymakers and sports organisations’ managers willing to improve their athletes’ career prospects. Full article

This qualitative study investigates how short-term international mobility—specifically Erasmus staff exchange—nurtures educational leadership in an increasingly globalized landscape. Drawing on in-depth interviews with 55 educators from European and non-European countries, the research traces the ways mobility experiences reshape professional practice, career trajectories and institutional engagement. Findings show that time abroad enhances intercultural competence, global awareness, and pedagogical innovation—capabilities central to educators who must lead learning in diverse, rapidly evolving contexts. Participants described a renewed sense of purpose and an expanded leadership identity on reentry, positioning mobility as both a personal and systemic catalyst. Nonetheless, persistent barriers—including financial constraints, language proficiency gaps, and uneven institutional support—continue to restrict mobility access. Addressing these inequities is imperative if Erasmus and similar programs are to serve as genuine engines of educational transformation rather than isolated opportunities for the already advantaged. By mapping the link between mobility, leadership growth, and institutional change, this article offers actionable insights for policy-makers and university leaders seeking to embed inclusive, innovation-oriented practices across local and international education systems. Full article

Emerging adulthood, characterized by identity exploration and optimism for the future, provides a unique context for examining the interactions between psychological and environmental factors that shape career perceptions. Positive future thinking, defined as the ability to imagine and plan long-term goals, is associated with greater resilience and adaptability. Simultaneously, environmental concern emerges as a critical driver of values and perceptions, reflecting commitment to social and environmental well-being. Sustainable careers that integrate personal growth, well-being, and contributions to societal goals are increasingly relevant at this stage of life. This study aimed to investigate the mediating role of environmental concern in the relationship between positive future thinking and sustainable career perceptions in a sample of 266 Italian emerging adults (ages 18–29, M = 22.25, SD = 2.21). Structural equation modeling indicated that the hypothesized mediation model fit the data well. The results revealed significant direct effects of positive future thinking on both environmental concern and sustainable career perceptions, as well as a significant indirect effect through environmental concern. These findings highlight the psychological pathways linking positive future thinking, environmental concern, and sustainable career perceptions and provide insights for promoting adaptive and future-oriented behaviors in emerging adulthood. By doing so, this study contributes to the advancement of Sustainable Development Goals 4 (Quality Education), 8 (Decent Work and Economic Growth), and 13 (Climate Action). Full article

The promotion of enhanced well-being among children and collaboration among families, schools, and communities is paramount and is a pressing concern in the global education sector. This necessitates that preschool teachers possess the necessary competencies for effective family-preschool partnerships (FPPs). This study explored the competencies necessary for Chinese kindergarten teachers to engage in FPP using behavioral event interviews with 30 participants. Thematic analysis identified key competency traits, and independent samples t-tests with Bonferroni correction compared collaboration competencies between outstanding and typical teachers, as well as across different career stages. Consequently, a comprehensive crisscrossing competency framework consisting of four quadrants was developed. This framework distinguishes between high-performance and general traits, as well as between stable and variable traits that may evolve across career stages. High-performance traits such as communication, expression, and relationship management should be prioritized in the training and recruitment of early childhood educators involved in FPP. In contrast, intrinsic qualities that foster successful FPP, such as child orientation, should be cultivated early and sustained throughout a teacher’s career. From a developmental perspective, this framework provides a crucial foundation for evaluating and training kindergarten teachers in the competencies essential for fostering effective FPP. Full article

While the transformation of and improvements in productivity are taking place under the guidance of new technologies, overtime work—which is still prevalent in the workplace—is simultaneously introducing substantial physical and mental burdens to workers. Based on baseline data from the China Labor Dynamics Survey (CLDS), we analyze employees’ willingness to work overtime and their overtime cognition and intensity using labor process theory. It is observed that skill control directly increases the probability of employees’ objective overtime work, mandatory overtime work, and unconscious overtime work; furthermore, de-skilling prolongs working hours while hiding the prevalence and blurring the boundaries of overtime work. De-skilling also results in reduced employee job autonomy and further extends overtime hours, increasing the probability of mandatory overtime. Bureaucratic control reinforces the relationship between de-skilling and voluntary overtime, unconscious overtime, and overtime intensity by fostering employees’ career development orientation. It is necessary to accurately grasp the characteristics of new technologies in the changing labor environment of the new era, strive to create an equal and open labor market, and respect and protect the legitimate rights and interests of workers. Full article

Clinical supervision is essential for trainees, preventing burnout and ensuring the effectiveness of their interventions. AI technologies offer increasing possibilities for developing clinical practices, with supervision being particularly suited for automation. The aim of this study is to evaluate the feasibility of using ChatGPT-4 as a supervisory tool in psychotherapy training. To achieve this, a clinical case was presented to three distinct groups (untrained AI, pre-trained AI, and qualified human supervisor), and their feedback was evaluated by Gestalt psychotherapy trainees using a Likert scale rating of satisfaction. Statistical analysis, using the statistical package SPSS version 25 and applying principal component analysis (PCA) and one-way analysis of variance (ANOVA), demonstrated significant differences in favor of pre-trained AI feedback. PCA highlighted four components of the questionnaire: relational and emotional (C1), didactic and technical quality (C2), treatment support and development (C3), and professional orientation and adaptability (C4). The ratings of satisfaction obtained from the three kinds of supervisory feedback were compared using ANOVA. The feedback generated by the pre-trained AI (f2) was rated significantly higher than the other two (untrained AI feedback (f1) and human feedback (f3)) in C4; in C1, the superiority of f2 over f1 but not over f3 appears significant. These results suggest that AI, when appropriately calibrated, may be an appreciable tool for complementing the effectiveness of clinical supervision, offering an innovative blended supervision methodology, in particular in the area of career guidance. Full article

Background: Attracting and retaining sufficient numbers of nurses is an international challenge. The group most difficult to retain are newly qualified nurses within their first five years of practice or earlier. A recent US study reported that approximately 25 percent of nurses leave within the first year of graduation. Health organisations play a crucial role in providing workplace cultures where nurses feel empowered and can thrive. Research needs to focus on improving organisational culture, yet most approaches to supporting and retaining nurses have used top–down, management-designed interventions. This article describes a collaborative international programme of research. Methods: This innovative international theory-driven multi-site action research programme adopts a longitudinal co-design approach based on principles of appreciative inquiry to develop and implement organisational support for newly qualified nurses. It integrates the Institute for Health Improvement (IHI) Framework for Improving Joy at Work and the Thriving at Work model, both focused on improving the well-being of the healthcare workforce and health service outcomes. Each year, a new group of nurses during their first-year orientation is invited to participate. Over five years, each cohort will then participate in an annual survey, focus groups, and co-design meetings with nurse leaders/managers, generating new solutions developed through open dialogue for subsequent testing driven by these key stakeholders. Expected outcomes: This research will generate a new co-design management model to improve systems of support that may assist nurse retention and thriving that can be shared with other nursing organisations. It will provide an understanding of the effectiveness of current support for nurses by their employers from the perspective of those nurses whilst providing evidence about what extra support nurses would like from their employers. Conclusions: This international research programme gives agency to nurses and organisational nurse leaders/managers to co-design interventions for building positive work environments where early-career nurses can thrive. This programme will capture what works, where, how, and with whom, ultimately benefiting both individual nurses and the overall effectiveness and sustainability of healthcare systems. Full article