The impact of late career job loss on myocardial infarction and stroke: a 10 year follow up using the health and retirement survey.

BACKGROUND: Involuntary job loss is a major life event associated with social, economic, behavioural, and health outcomes, for which older workers are at elevated risk. OBJECTIVE: To assess the 10 year risk of myocardial infarction (MI) and stroke associated with involuntary job loss among workers over 50 years of age. METHODS: Analysing data from the nationally representative US Health and Retirement Survey (HRS), Cox proportional hazards analysis was used to estimate whether workers who suffered involuntary job loss were at higher risk for subsequent MI and stroke than individuals who continued to work. The sample included 4301 individuals who were employed at the 1992 study baseline. RESULTS: Over the 10 year study frame, 582 individuals (13.5% of the sample) experienced involuntary job loss. After controlling for established predictors of the outcomes, displaced workers had a more than twofold increase in the risk of subsequent MI (hazard ratio (HR) = 2.48; 95% confidence interval (CI) = 1.49 to 4.14) and stroke (HR = 2.43; 95% CI = 1.18 to 4.98) relative to working persons. CONCLUSION: Results suggest that the true costs of late career unemployment exceed financial deprivation, and include substantial health consequences. Physicians who treat individuals who lose jobs as they near retirement should consider the loss of employment a potential risk factor for adverse vascular health changes. Policy makers and programme planners should also be aware of the risks of job loss, so that programmatic interventions can be designed and implemented to ease the multiple burdens of joblessness.

The Career Development of Black Female Chief Nurse Executives

This qualitative study was designed to explore the career development of Black female chief nurse executives. Although a small proportion of Black female nurses have achieved positions at the nurse executive level, there remains a paucity of Black female nurse executives in this crucial position which raised the question of what factors contributed to this lack of advancement, but, more important, what factors have contributed to the success of the few who have achieved such level of success in healthcare organizations. The purpose of the study was to explore the career paths of Black female chief nurse executives with a view of understanding the factors which both facilitate and hinder the career development of these leaders in healthcare organizations. The guiding research question was, How do Black female nurse executives in this sample describe their career development? The participants in this study were Black female chief nurse executives located throughout the United States who, for the most part, were raised in segregation with a strong family foundation. To collect data, semistructured telephone interviews were conducted with 10 Black female chief nurse executives throughout the United States. The transcripts from the interviews were transcribed, coded, and analyzed. Using Super’s (1990, 1996), and Gottfredson’s (1981, 1996, 2002, 2005) career development theories and critical race theory (Crenshaw, 1995; Delgado, 2000) as the theoretical framework, the researcher found that the participants’ career development was influenced by (a) strong support system, (b) guidance, (c) influence of diversity, and (d) servant leadership. The findings help us understand the factors that have contributed to their successes as Black chief nurse executives. With the increasingly diverse population and concurrent increasing diversity in nursing and concerns about healthcare disparities, it is imperative that organizations attract, hire, develop, retain, and advance qualified Black nurses. Future studies addressing not only the career development of Black nurses but nurses in general might be informed by the present study’s findings. Recommendations are offered for nursing practice, education, and organizational policy.

Best Practices: Lessons Learned by a South Florida Non-Profit Community Based Organization while Designing and Implementing a Career Exploration Evidence Informed Framework in Urban Communities

All A’s was designed to support of the agency’s family strengthening initiatives in South Florida. All A’s uses evidence informed strategies poised to be an inclusive curriculum that teaches self-determination and adaptive behavior skills. The framework incorporates problem based learning and adult learning theory and follows the Universal Design for Learning. Since 2012, the agency has served over 8500 youth and 4,000 adults using the framework. The framework addresses educational underachievement and career readiness in at risk populations. It is used to enhance participants AWARENESS of setting SMART goals to achieve future goals and career aspirations. Participants are provided with ACCESS to resources and opportunities for creating and implementing an ACTION plan as they pursue and ACHIEVE their goals. All A’s promotes protective factors and expose youth to career pathways in Science, Technology, Engineering and Math (STEM) related fields. Youth participate in college tours, job site visits, job shadowing, high school visits, online college and career preparation assistance, service learning projects, STEM projects, and the Winning Futures© mentoring program. Adults are assisted with résumé development; learn job search strategies, interview techniques, job shadowing experiences, computer and financial literacy programs. Adults and youth are also given the opportunity to complete industry-recognized certifications in high demand industries (food service, general labor, and construction), and test preparation for the General Educational Development Test.

Between adaptability and the urge to control: making long-term water policies in the Netherlands

Triggered by recent flood catastrophes and increasing concerns about climate change, scientists as well as policy makers increasingly call for making long-term water policies to enable a transformation towards flood resilience. A key question is how to make these long-term policies adaptive so that they are able to deal with uncertainties and changing circumstances. The paper proposes three conditions for making long-term water policies adaptive, which are then used to evaluate a new Dutch water policy approach called ‘Adaptive Delta Management’. Analysing this national policy approach and its translation to the Rotterdam region reveals that Dutch policymakers are torn between adaptability and the urge to control. Reflecting on this dilemma, the paper suggests a stronger focus on monitoring and learning to strengthen the adaptability of long-term water policies. Moreover, increasing the adaptive capacity of society also requires a stronger engagement with local stakeholders including citizens and businesses.

Late-career international migration and reproductive work. A comparison between Peruvian and Ukrainian women in the Southern Europe

Research on the relationship between reproductive work and women´s life trajectories including the experience of labour migration has mainly focused on the case of relatively young mothers who leave behind, or later re-join, their children. While it is true that most women migrate at a younger age, there are a significant number of cases of men and women who move abroad for labour purposes at a more advanced stage, undertaking a late-career migration. This is still an under-estimated and under-researched sub-field that uncovers a varied range of issues, including the global organization of reproductive work and the employment of migrant women as domestic workers late in their lives. By pooling the findings of two qualitative studies, this article focuses on Peruvian and Ukrainian women who seek employment in Spain and Italy when they are well into their forties, or older. A commonality the two groups of women share is that, independently of their level of education and professional experience, more often than not they end up as domestic and care workers. The article initially discusses the reasons for late-career female migration, taking into consideration the structural and personal determinants that have affected Peruvian and Ukrainian women’s careers in their countries of origin and settlement. After this, the focus is set on the characteristics of domestic employment at later life, on the impact on their current lives, including the transnational family organization, and on future labour and retirement prospects. Apart from an evaluation of objective working and living conditions, we discuss women’s personal impressions of being domestic workers in the context of their occupational experiences and family commitments. In this regard, women report varying levels of personal and professional satisfaction, as well as different patterns of continuity-discontinuity in their work and family lives, and of optimism towards the future. Divergences could be, to some extent, explained by the effect of migrants´ transnational social practices and policies of states.

Leave it to the Amateurs: A Career Development Explanation of Political Inexperience among Members of the Canadian Parliament:MA Thesis

In many advanced democracies, political scientists have lamented the rise of professional politicians as a challenge to the effective representation of diverse electorates. In contrast, their relative absence from Canadian federal politics gives rise to concerns over high levels of political amateurism among Canadian MPs. This study, thus, seeks to account for the numerical weakness of individuals with an occupational background in politics in the Canadian Parliament. It utilizes both individual-level quantitative data on MPs serving between the 35th and 41st Parliaments, inclusive, as well as material from qualitative interviews with over seventy former MPs. Conceptualizing the field of politics as a career in itself, and drawing on career development theory, the study finds that at the key stages of establishing, maintaining, and disengaging from a federal political career, there are specific challenges that are not significantly ameliorated by the possession of professional experience in politics itself. Professional politicians, therefore, have no major advantage over those with non-political occupational backgrounds in their career development. Furthermore, by acknowledging the existence of different types of professional politician, it finds that those whose primary occupational background was in politics itself to be in a distinct minority, but the extent of political amateurism is challenged by a much larger minority of MPs whose primary occupation was non-political but who still possess some secondary or electoral experience prior to entering Parliament.

Still Rising: The Career Politician in the British House of Commons, the Cabinet and the Shadow Cabinet

There is a public perception that politicians in the United Kingdom are increasingly detached from the electorate due to the apparent increase in the number of ‘career politicians’ with a professional background in politics. This article examines the occupational backgrounds of successful candidates to the House of Commons of the United Kingdom between the 1997 and 2010 general elections, comparing the parliamentary compositions of the three main political parties (Conservatives, Labour and Liberal Democrats) during this period, and the Cabinet and Shadow Cabinet as of 2014. By evaluating original and secondary quantitative data, it is argued that professionalised politicians have increased in the House of Commons relative to other occupational backgrounds, and are even further disproportionately represented in the senior teams of each major party.

Adaptability of three newly introduced apricot (Prunus armeniaca L.) cultivars to Egyptian conditions

An experiment was conducted in 2013 and 2014 with three newly introduced cultivars of apricot (Prunus armeniaca L.), namely “Antonio Errani”, “Tirynthos” and “Ninfa” to study their performance and adaptability under Egyptian conditions. Results indicated that calculating the chilling hours temperature at or below 15°C was more suitable than temperatures at or below 7.2°C and 10°C. The cultivar with a low chilling requirement started with the opening of vegetative and flower buds earlier when compared to other cultivars. Furthermore, the cultivar Ninfa required less heat units as compared to the other two cultivars. Thus, the accumulated growing degree-days (GDDs) from the time of the flower bud break l until fruit maturity was low in early matured Ninfa cultivar. However, Antonio Errani and Tirynthos cultivars were late in the date of fruit ripening. Meanwhile, there was no significant difference in the opening percentage of vegetative and flower buds, trunk circumference, fruit drop, fruit number and yield weight among cultivars during the two seasons. Conversely, the leaf drop of Antonio Errani cultivar was earlier while Ninfa cultivar started it’s leaf drop later in the two seasons. Tirynthos gave the highest fruit weight, fruit size and fruit surface lightness. Meanwhile, the Antonio Errani cultivar was the highest in fruit firmness and total soluble solids. The appearance and behavior of cultivars under the study varied from one season to another with shoot length, leaf area, percentage of fruit set and acidity. It can be recommended from the present study that, Antonio Errani, Tirynthos and Ninfa cultivars are well adapted under Egyptian conditions. Further, fruits from the cultivars mature early and late in the season and can fulfill the demands of the market.

A Casa na Mala do Carro: flexibilidade e mobilidade geográfica como condição de trabalho da equipa de divulgação do Dia da Defesa Nacional

A flexibilidade é o conceito mais apropriado para descrever as práticas de gestão das organizações num contexto extremamente incerto e cambiante como o atual; emerge como um conceito heterogéneo, frequentemente, associado às noções de polivalência, disponibilidade, adaptabilidade, insegurança, mobilidade e instabilidade profissional. Robert Boyer (1986) foi quem denunciou, logo na década de 1980, o lado precário da flexibilidade, falando em “flexibilidade danosa”. Charles Tilly (1976) avançou o conceito de career migration, indagando o facto de os trabalhadores poderem ser deslocados de locais de trabalho para servirem os interesses da organização, subordinando-lhe os seus interesses privados. Este estudo analisou uma equipa de trabalho que está vinculada à organização militar através de um contrato por tempo determinado e que se encontra em constantes deslocações (mobilidade geográfica) no desempenho das suas funções. Trata-se da equipa do Projeto do Dia da Defesa Nacional (PDDN), constituída por 42 oficiais. Tendo em conta esta realidade, perspetivou-se conhecer a especificidade das condições de trabalho deste grupo de profissionais, problematizando especificamente as consequências positivas e negativas deste tipo de funções e a maneira como avaliam a sua situação, procurando conhecer os impactos desta forma de flexibilidade laboral. Questionou-se, em particular, os impactos da mobilidade geográfica permanente a nível da conciliação entre as várias esferas de vida, das estratégias de adaptação a cada equipa, a cada centro, às diferentes realidades militares, às diferentes cidades; questionaram-se os impactos do tipo de vínculo em termos de expetativas e estratégias profissionais, de acesso a formação e outros mecanismos de desenvolvimento profissional, do sentimento de pertença à organização, do ambiente de trabalho e das relações interpessoais, do apoio prestado pela supervisão; e também se procurou compreender as diferenças entre estes oficiais (contratados) e o pessoal do quadro permanente (QP) das Forças Armadas. Através de um inquérito por questionário e da realização de 9 entrevistas em profundidade foi possível conhecer a forma como refletem e avaliam as suas condições de trabalho, os efeitos da precariedade do seu vínculo quer na própria organização militar quer em termos de expetativas e projetos socioprofissionais, explorando-se os impactos da mobilidade geográfica permanente (mensal) nas várias esferas de vida das pessoas da equipa. / Flexibility is the concept most appropriated to describe the management practices in a highly uncertain and changing context like the present; it appears as a heterogeneous concept often associated with concepts of versatility, availability, adaptability, insecurity, professional mobility and instability. Robert Boyer (1986) denounced, then in the 1980s, the poor side of flexibility, talking of "harmful flexibility." Charles Tilly (1976) advanced the concept of “career migration”, questioning the fact that workers can be displaced from the workplace to serve the organization's interests, subordinating their own private interests. This work studied a working team that is tied to the military organization through a fixed-term contract and is in constant movement (geographical mobility) in the performance of their duties. That’s the team of Projeto do Dia da Defesa Nacional (PDDN) consisting of 42 officers. Given this reality, it sought to know the specific working conditions of this group of professionals, specifically questioning the positive and negative consequences of this kind of functions and the way they evaluate their situation, trying to understand the impacts of this form of labor flexibility. It was questioned, in particular, the impact of geographical mobility at the level of permanent reconciliation between the various spheres of life, adaptation strategies, to different cities teams, centers and military realities; questioned the impacts in terms of expectations and professional strategies, access to training and other forms of professional development, the sense of belonging to the organization, the work environment and interpersonal relationships, the support provided by supervision; and also it sought to understand the differences between these officers (hired) and the staff of the permanent (QP) of the Armed Forces. Through a survey and nine in-depth interviews we were able to understand how professionals reflect and evaluate their working conditions, the effects of the precarity either in military organization and also in terms of their expectations and socioprofessional projects, exploring the impacts of geographical mobility (monthly) in the different spheres of life.

Integrating a Career Coaching Approach Within a Preparing for Placement Module in Order to Enhance Student Employability

The UFHRD Programme and Qualification Activities Committee awards an annual prize for the best contribution to the UFHRD Teaching & Learning Resource bank. Our teaching and learning resource is an overview of the placement module, including career coaching, that was created to enhance student employability.

Are Career Termination Concerns Only for Athletes? A Case Study of the Career Termination of an Elite Female Coach

This paper presents a case study of an elite female coach and her career termination from a 20+ year career following a critical life incident. A novel autobiographical approach was adopted whereby the participant undertook expressive writing to describe her experiences prior to, during, and following coaching an athlete at the 2012 Summer Olympic Games. Thematic analysis indicated seven phases related to the participant’s experiences of the critical incident: Build up to the event, the event, the aftermath, recovery and reflection on the event, sampling of new avenues, enlightenment, and career re-birth. The findings reinforce the high demands placed upon elite coaches, the subsequent threats to physical and mental well-being, and the importance of having robust psychological skills and suitable social support to cope with these demands. Implications for preparing and supporting coaches for successful career transition are discussed.

Applying Career Concepts to Strengthen the Work-Attitudes of Service Professionals

Given the nature of employment relationships today, service organizations can strengthen the organization commitment levels and reduce the turnover intentions of its professionals through providing job features important to their careers. These features include opportunities to perform challenging work, experience trusting relationships with customers/clients, and obtain extrinsic rewards. Using a sample of alumni from a hospitality business program, hypotheses that these features impact organizational commitment and turnover intentions, partially through strengthening professionals' career commitment, are developed and tested. Findings suggest that challenging work opportunities impact these attitudes both directly and indirectly. So too trusting relationships with customers and clients indirectly impact organization commitment and intent to turnover (ITO). Results also suggest that, as a whole, satisfaction with extrinsic rewards has no effect. However, an analysis of multigroup mediation results revealed that for professionals working in professional service firms, satisfaction with pay reduces both attitudes. Implications for research in organization commitment and ITO, specifically the role and impact of career-based antecedents, are discussed.

Career guide / University of Iowa Pomerantz Career Center.

A general guide and sourcebook of resources on looking for professional positions, including setting up interviews, polishing interview skills, compiling resumes and other job-search skills.