Career preferences and the factors influencing their selection in fourth year medical

students in the University of Colombo

H D Tennakoon, A K Vidanapathirana, S Sutharsan AL 1999 batch of students, Faculty of

Results: According to the level of preference scores computed for each career preference,
General Medicine, Obstetrics and Gynaecology, General Practice/Family Medicine, General
Surgery and Neurology were areas/disciplines with the highest levels of preference among
students. Community Medicine, Biochemistry, Geriatrics, Medical Administration and
Microbiology had the lowest preference scores. Among factors which influenced the career
preferences, personal factors scored the highest percentage score (35.03%), followed by
factors within the hospital and clinical appointment (36.33%), occupational factors (29.5%),
factors within the medical school (20.84%) and factors associated with family and
relatives(7.6%).

Conclusion: Contrary to the popular belief that career choices among the medical professionals
are made after internship, this study reveals that they may be made within and even before
entry to medical school. These choices are influenced by factors both within and outside the
faculty. Introduction Medical careers begin by encompassing a broad range of study, ultimately
narrowing down to specialization and sub specialization. Relatively little is known about
transition from the medical student who is a relatively undifferentiated, totipotent 'stem doctor'
(1), potentially capable of entering any specialty, through to the final, fully differentiated
specialist who is restricted to one specialized area of medicinere
Factors influencing the educational and career choices of senior high school students : a
case study in Vietnam
La, Thuy T.

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URI: http://hdl.handle.net/1957/38313
Date: 2009
Abstract:This exploratory qualitative study examined factors that could influence the
educational and career decision-making of the senior students in the Northern part of Vietnam.
The researcher was interested in the students and their parents' perceptions of the contextual
factors, gender, individual factors, and the challenges that contribute to the students' academic
and career decision-making. Based on previous studies, the conceptual framework of this study
consists of the contextual factors that are characteristics of the larger system around the
students, the individual factors relate to students' academic achievement, the beliefs and values
students and parents have regarding occupational interests, and the gender factor. Ninety-five
students and 47 parents from 12 public schools in Hanoi, Yen Bai, Lao Cai participated in this
study. Qualitative data was collected from individual interviews.
Description:
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Subject: Occupations -- Vietnam -- Decision making -- Case studies
Vocational guidance -- Vietnam -- Case studies
High school seniors -- Vietnam -- Attitudes -- Case studies
High school seniors -- Vocational guidance -- Vietnam -- Case studies
 A survey of factors influencing career preference in new-entrant and exiting medical
students from four UK medical schools

jennifer A ClelandEmail author,

Peter W Johnston,

Micheal Anthony,

Nadir Khan and

Neil W Scott

BMC Medical Education201414:151

DOI: 10.1186/1472-6920-14-151
Cleland et al.; licensee BioMed Central Ltd. 2014
Received: 17 July 2013
Accepted: 10 July 2014
Published: 23 July 2014AbstractBackgroundWorkforce planning is a central issue for service
provision and has consequences for medical education. Much work has been examined the
career intentions, career preferences and career destinations of UK medical graduates but there
is little published about medical students career intentions. How soon do medical students
formulate careers intentions? How much do these intentions and preferences change during
medical school? If they do change, what are the determining factors? Our aim was to compare
medical students career preferences upon entry into and exit from undergraduate medical
degree programmes.

MethodsThis was a cross-sectional questionnaire survey. Two cohorts [200910, 201011] of

first and final year medical students at the four Scottish graduating medical schools took part in
career preference questionnaire surveys. Questions were asked about demographic factors,
career preferences and influencing factors.

ResultsThe response rate was 80.9% [2682/3285]. Significant differences were found across
the four schools, most obviously in terms of student origin [Scotland, rest of UK or overseas],
age group, and specialty preferences in Year 1 and Year 5. Year 1 and Year 5 students
specialty preferences also differed within each school and, while there were some common
patterns, each medical school had a different profile of students career preferences on exit.
When the analysis was adjusted for demographic and job-related preferences, specialty
preferences differed by gender, and wish for work-life balance and intellectual satisfaction.
Conclusions
This is the first multi-centre study exploring students career preferences and preference
influences upon entry into and exit from undergraduate medical degree programmes. We found
various factors influenced career preference, confirming prior findings.
 Personjob fit versus personorganization fit as predictors of organizational attraction
and job acceptance intentions: A longitudinal study
Authors
Sally A. Carless
First published: September 2005Full publication history
DOI: 10.1348/096317905X25995 View/save citation
Cited by (CrossRef): 85 articlesCheck for updates
Citation tools
Correspondence should be addressed to Sally A. Carless, Psychology Department,
Monash University, PO Box 197, Caulfield East, Australia 3145 (e-
mail: sally.carless@med.monash.edu.au).

AbstractThis longitudinal field study examined the relationship between perceived personjob
(PJ) and personorganization (PO) fit and organizational attraction, intentions to accept a job
offer, and actual job offer decision. Data were collected from 193 graduate applicants prior to
the selection process, during the selection process, at the end of the selection process, and
after job acceptance decision. The findings showed support for the hypothesis that perceptions
of PJ and PO fit influenced attraction at different stages of selection. The second hypothesis that
the relationship between perceptions of PJ and PO fit and intentions to accept a job offer are
mediated by organizational attraction was partially supported. Mid-selection, the relationship
between PJ fit perceptions and intentions to accept a job offer was mediated by organizational
attraction; in contrast, at the end of the selection process, there was a direct relationship
between PJ fit perceptions and intentions. PO fit perceptions were unrelated to intentions to
accept a job offer. PJ and PO fit perceptions (before and during the selection process) were
unrelated to actual job acceptance decision. These findings highlight the importance of ensuring
that applicants have sufficient information about the job during the recruitment and selection
process.
 Jobrelated knowledge sharing: comparative case studie

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JenTe Yang (Lecturer, Department of Research and Development, National

Kaohsiung Hospitality College, Kaohsiung City, Taiwan (victorjtyang@hotmail.com).)

Citation:
JenTe Yang, (2004) "Jobrelated knowledge sharing: comparative case studies", Journal of
Knowledge Management, Vol. 8 Issue: 3, pp.118-
126, https://doi.org/10.1108/13673270410541088

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Abstract:
This paper presents data from two case studies showing the enhancement of
organizational effectiveness, which can proceed through knowledge sharing amongst
employees. The main purpose of this paper is to elaborate the content of knowledge which
employees share in two researched hotels, and to explore some key approaches which are
utilized for sharing knowledge. It also investigates some key factors which can inhibit the
effectiveness of the knowledge sharing process. Semistructured interviews were
conducted in this study. The research sample consisted of 26 individual interviews with
employees from the top to the frontline levels of management hierarchy from two
international fivestar hotels

Keywords:
Hotel and catering industry , Information exchange , Knowledge management

Publisher:
Emerald Group Publishing Limited
Job satisfaction among information system (IS) personnel

. Author links open the author workspace.Ling-HsiuChenOpens the author workspaceOpens the
author workspace
Department of Information Management, Chaoyang University of Technology, 168 Jifong
E. Rd., Wufong Township, Taichung County 41349, Taiwan, ROC

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https://doi.org/10.1016/j.chb.2007.01.012Get rights and content

Abstract

This study examines relationships between achievement motivation and job characteristics on

job satisfaction among IS personnel. The analytical results reveal that the dimensions of the

achievement motivation of IS personnel are perseverance, competition and difficulty control.

Regarding job characteristics, the job characteristics of IS personnel are task identity,

professionalism, feedback, autonomy and significance. Moreover, the dimensions of the job

satisfaction of IS personnel are social, job-related and self-actualization satisfaction. Job

characteristics affect the job satisfaction of IS personnel and job characteristics and job

satisfaction are positively related. Regardless of whether IS worker achievement motivation is

high or low, IS workers engaged in jobs with high job characteristics have higher job

satisfaction. Jobs with the features of feedback, professionalism and autonomy can most easily

increase the job satisfaction of IS personnel.

Keywords
IS personnel
Job satisfaction
Job characteristics
Achievement motivation
 C I TAT I O N

Database: PsycARTICLES
[ Journal Article ]
Is job search related to employment quality? It all depends on the fit.
Saks, Alan M.; Ashforth, Blake E.
Journal of Applied Psychology, Vol 87(4), Aug 2002, 646-654.http://dx.doi.org/10.1037/0021-
9010.87.4.646
ABSTRACT
1.

2. In this longitudinal study on job search, fit perceptions, and employment quality, 113
graduates completed surveys prior to organizational entry and 4 mo after entry. Job search
behavior and career planning were positively related to pre-entry person job (P-J) and person-
organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship
between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were
positively related to job and organizational attitudes, and pre-entry P-J fit perceptions mediated
the relationship between career planning and job attitudes. Further, the relationships between
pre-entry fit perceptions and employment quality were mediated by postentry fit perceptions.
These results indicate that P-J and P-O fit perceptions play an important role in linking job
search to employment quality. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
 A self-efficacy approach to the career development of women

. Author links open the author workspace.GailHackettOpens the author workspace. Author links
open the author workspace.Nancy EBetz
Ohio State University USA

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https://doi.org/10.1016/0001-8791(81)90019-1Get rights and content

Abstract

An approach to the conceptualization and facilitation of women's career development based

on A. Bandura's (Social learning theory. Englewood Cliffs, N.J.: Prentice Hall, 1977;
Psychological Review, 1977, 84, 191215) self-efficacy theory is presented. The model
presented postulates that largely as a result of socialization experiences, women lack strong
expectations of personal efficacy in relationship to many career-related behaviors and, thus, fail
to fully realize their capabilities and talents in career pursuits. Sex differences in the access to
and availability of four sources of information important to the development of strong
expectations of personal efficacy are reviewed and discussed in relationship to women's career
decisions and achievements. The utility of the proposed model for integrating existing
knowledge of women's career development, for generating productive avenues of inquiry, and
for guiding intervention efforts is discussed. The conceptual framework provided is seen as
having implications for the career development of men as well as women, but the focus herein is
on its potential for contributing to knowledge of the career development of women.

3.
 JOB STRESS, EMPLOYEE HEALTH, AND ORGANIZATIONAL EFFECTIVENESS: A FACET
ANALYSIS, MODEL, AND LITERATURE REVIEW1
Authors
TERRY A. BEEHR,
1.
JOHN E. NEWMAN
1.
First published: December 1978Full publication history
DOI: 10.1111/j.1744-6570.1978.tb02118.x View/save citation
Cited by (CrossRef): 355 articlesCheck for updates
Citation tools
1

The authors gratefully acknowledge the valuable comments of an anonymous reviewer.

Requests for reprints should be sent to John Newman, State Farm Insurance Companies, One
State Farm Plaza, Bloomington, Illinois, 61701. Terry Beehr is now in the Department of
Psychology at Central Michigan University, Mt. Pleasant, Michigan.

Abstract
Job stress (and more generally, employee health) has been a relatively neglected area of
research among industrial/organizational psychologists. The empirical research that has been
done is reviewed within the context of six facets (i.e., environmental, personal, process, human
consequences, organizational consequences, and time) of a seven facet conceptualization of
the job stressemployee health research domain. (The seventh facet, adaptive responses, is
reviewed in the forthcoming second article of this series.) A general and a sequential model are
proposed for tying the facets together. It is concluded that some of the major problems of the
research in this area are: confusion in the use of terminology regarding the elements of job
stress, relatively weak methodology within specific studies, the lack of systematic approaches in
the research, the lack of interdisciplinary approaches, and the lack of attention to many
elements of the specific facets.
4.
WORK EXPERIENCES,JOB INVOLVEMENT AND QUALITY OF WORK LIFE AMOMG
INFORMATION SYSTEM PERSONEL

Abstract
This study assesses the job involvement of 464 professionals and managers in the information systems
(IS) field and investigates the role of involvement in influencing the quality of work life. Results show
significant variation in the level of job involvement displayed by IS employees and differential patterns of
relationships among the study variables for IS personnel with low, moderate, and high levels of job
involvement. The findings indicate that involvement serves as a complex moderator role in the pattern of
relationships of work experiences, and of job characteristics with career expectations and career
outcomes. It has both linear and non-linear relationships with several of the study variables. While in
some cases, high levels of job involvement tend to enhance the beneficial effects of work experiences on
the quality of work life, in others such involvement tends to heighten the negative effects of role stressors.
Implications of the findings and directions for future research are discussed.