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Job auction.

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Advertising↗
PubMed2004

Assessing underreporting response bias on the MMPI-2.

The authors assess the replicability of the two-factor model of underreporting response style. They then examine the relative performance of scales measuring these styles in analog (ARD) and differential prevalence group (DPG) designs. Principal components analysis produced a two-factor structure corresponding to self-deceptive (SD) and impression management (IM) response styles. The IM factor scale and related individual validity scales were elevated among research participants instructed to fake good on the MMPI-2 as compared with participants who completed the MMPI-2 under standard instructions (ARD) and among individuals evaluated in real-life assessment contexts where underreporting is expected (DPG). Participants in DPG samples produced significantly higher SD factor and related individual scale scores than did the ARD participants instructed to fake good. These findings confirm that the MMPI-2 validity scales measure two types of underreporting styles and that these styles may operate differently in ARD versus DPG designs.

Adult↗
PubMed2003

Planning a career as a children's nurse: the availability of career guidance during the nurse diploma course.

The recruitment and retention of registered children's nurses is paramount to the implementation of the national service framework for children's services. In recent years there have been increased career opportunities for children's nurses and a diversity of career pathways. Career guidance has a potential contribution to make to the effective management of nurses' careers. This article presents findings on child health diplomates' experiences of career guidance during the nurse diploma course. Findings indicate a substantial unmet demand for career guidance. The implications of the findings for child health nurses' careers are discussed and considered in relation to two key questions: should efforts be directed towards ensuring greater provision of career guidance, and if so, by whom?

Attitude of Health Personnel↗
PubMed1999

Designing a career pathway.

The aim of this article is to examine the concept of a career pathway and to consider the benefits that career planning can offer the perioperative practitioner. The article will: consider definitions of the term 'career' highlight specific factors that demand that nurses take a proactive approach to managing their careers conclude with a step by step approach to career design.

Career Mobility↗
PubMed2004

Mentoring medical students in academic emergency medicine.

Mentoring is an important aspect of career development for medical students, residents, and junior faculty. It is vital to the professional growth and maturation of individuals early in each phase of their careers. Additionally, mentoring has a critical role throughout all career stages, because the mentor-mentee relationship provides mutual benefit to both participants. This article will describe the role of the mentor, suggest ways to increase the likelihood of successful mentoring, and identify pitfalls in the mentoring process predominantly related to medical students. In contrast to role models, mentors play an active part in the development of a young physician's career. This difference will be discussed. Finally, this article will describe the responsibilities of career guidance and recommendation letter authorship that mentors assume for medical students.

Career Choice↗
PubMed2001

Conducting industrial and organizational psychological research: institutional review of research in work organizations.

Although informed consent is a primary mechanism for ensuring the ethical treatment of human participants in research, both federal guidelines and American Psychological Association ethical standards recognize that exceptions to it are reasonable under certain conditions. However, agreement about what constitutes a reasonable exception to informed consent is sometimes lacking. We presented the same protocols to samples of respondents drawn from 4 populations: Institutional review board (IRB) members, managers, employees, and university faculty who were not members of IRBs. Differences in perceptions of IRB members from the other samples with respect to the risks of the protocols without informed consent and on the feasibility of conducting the research in employment organizations are discussed in terms of implications for industrial and organizational psychology research.

Administrative Personnel↗
PubMed2004

The prevalence and features of the polycystic ovary syndrome in an unselected population.

Notwithstanding the potential public health impact of the polycystic ovary syndrome (PCOS), estimates regarding its prevalence are limited and unclear. Between July 1998 and October 1999, 400 unselected consecutive premenopausal women (18-45 yr of age) seeking a preemployment physical at the University of Alabama at Birmingham were studied (223 Black, 166 White, and 11 of other races). Evaluation included a history and physical examination, a modified Ferriman-Gallwey hirsutism score, and serum screening for hyperandrogenemia, hyperprolactinemia, and 21-hydroxylase-deficient nonclassical adrenal hyperplasia. PCOS was diagnosed by the presence of the following: 1) oligoovulation, 2) hyperandrogenemia and/or hirsutism (modified Ferriman-Gallwey score > or = 6), and 3) the exclusion of related disorders. Confirmed PCOS was established in those individuals whose evaluation was complete and indicative of PCOS, and possible PCOS was established when the hormonal evaluation was not complete or was unavailable, but the clinical phenotype was otherwise suggestive of the disorder. The individual probability of PCOS in women with possible PCOS was assigned a weight based on the findings in similar subjects whose evaluation was complete, and the total number of PCOS cases arising from these individuals was calculated (i.e. individual probability of PCOS x total number of subjects in the group). The cumulative prevalence of PCOS in our population was 6.6% (26.5 of 400), including 15 subjects among the 347 women completing their evaluation and a calculated prevalence of 11.5 subjects among the remainder. The prevalence rates of PCOS for Black and White women were 8.0 and 4.8%, respectively, not significantly different. These data from a large representative unselected population support the concept that PCOS is the most common endocrine abnormality of reproductive-aged women in the United States.

Adolescent↗
PubMed2000

Employment-seeking experiences of residents in 1996: a window into the neurology marketplace.

OBJECTIVE: To assess career choice and employment-seeking experience of senior neurology residents in 1996. METHODS: Graduating residents in adult and pediatric neurology (n = 573) were surveyed to obtain career plans, initial job selection, health care attitudes, and demographic information. Results were compared with 1996 data on all United States neurologists and data from an American Medical Association (AMA) resident survey regarding the employment status of new physicians. RESULTS: Survey response rate was 71%. There was a significant increase in international medical graduates and women entering neurology compared with the current workforce. Seventy-four percent of graduates planned to enter a fellowship position; 19%, private practice; 5%, an academic position; and 2%, a career outside of clinical medicine. Neurology residents differ from aggregate national data because only 28% of residents responding to an AMA survey across all specialties applied to fellowships in 1996. Overall, 44% of neurology graduates planned an academic career. CONCLUSIONS: Changing demographics and career choice of recent graduates may require continued monitoring and could be important in neurology workforce planning. The high rate of fellowship training and plans for academic careers in 1996 is of interest and may reflect both resident response to new demands in the changing health care market and a need to modify residency programs to enhance academic training and competitiveness of neurology graduates.

Adult↗
PubMedDate not supplied

Preparing for an interview.

Selection interviews provoke fear in many confident nurses and are among the most stressful situations nurses experience. Thorough preparation can assist you in achieving a positive outcome. This article considers the preparatory stages and recommends how you should conduct yourself to achieve success.

Humans↗
PubMedDate not supplied

How to respond at interview.

Interviewers use a wide range of questioning techniques to explore candidates' potential. Understanding the techniques helps the candidate make a response. This is the first of two articles which consider questioning skills and how to respond.

Humans↗
PubMedDate not supplied

How to respond at interview: 2.

The previous article in this series considered some of the extensive questioning techniques that interviewers use to explore candidates' potential. This article will consider in depth the remaining types of questions used in selection interviews.

Humans↗
PubMedDate not supplied

Profiling and nursing practice.

This article examines profiling, with particular reference to profiling approaches and the use of profiling in preregistration nursing. It also identifies some of the difficulties that have arisen in relation to diary keeping and the use of a competence approach to education. It is taken from and forms part of a working paper produced for West Midland Regional Health Authority on profiles and accreditation of prior experiential learning.

Accreditation↗
PubMedDate not supplied

Implementing professional profiling.

This year, UKCC requirements for maintaining an effective registration will necessitate practitioners keeping professional development details in a personal professional profile. This article describes the former Yorkshire Regional approach in preparing for this event and the workshop experiences.

Education, Nursing, Continuing↗