Strauss & J. Corbin, 1990) was used to generate a theory of the career development of participants that was grounded in their experiences, as related in semistructured, in-depth interviews. The theoretical model generated from the data included 5 major components: (a) a core story consisting of participants' work behaviors and attitudes, which is enacted within (b) sociocultural, (c) personal background, and (d) current contextual conditions and leads to particular career (e) actions and consequences. The emergent model and illustrative quotations from participants are presented, and the implications of the study and the theoretical model for both research and practice are discussed.Despite the burgeoning literature in the area of women's career development over the past three decades, several consistent limitations in this field of study have been noted. One problem has been inadequate attention to the experiences of women of color (

Our findings suggest that the effect of organizational culture on care delivery is most easily detectable by family members of the most seriously ill patients who interact frequently with intensive care unit staff, who are intensive care unit nonsurvivors, and who spend a longer time in the intensive care unit. Positive relationships between measures of organizational and safety culture and family satisfaction suggest that by improving organizational culture, we may also improve family satisfaction.