An evaluation of early career academic nurses’ perceptions of a support program designed to build career-resilience

Abstract

Early career academic nurses can struggle to meet the demands of career development due to feelings of being overwhelmed. Studies indicate that programs targeting these challenges are often sporadic and inconsistent, leading to dissatisfaction and missed opportunities. This paper reports on findings evaluating a program designed to build career-resilience in a group of early career academic nurses who, through the provision of a structured program of support, were enabled to succeed and thrive in the academy. This six session program was informed by Knowles' adult learning theory, Mezirow's transformational learning theory and Lord's reliance on critical transactions.This study was undertaken in a large metropolitan university in Sydney, Australia. Participants included nine early career academic nurses. All had been full-time academics from one to six years.A qualitative descriptive design was employed using Braun and Clarke's six stage process for data analyses.Three themes emerged: the program fostered connections, strengthened expertise and clarified directions. This analysis provided deep insights into the value of collegial relationships to galvanise career success. The program's strength was its ability to lessen participants' feelings of isolation and to develop behaviours that enhance career-resilience.

Career resilience of the tourism and hospitality workforce in the COVID-19: The protection motivation theory perspective

“…Over a couple of decades, career resilience has been studied in many fields such as health ( Wyllie et al, 2020 ), education ( Kutsyuruba et al, 2019 ; Mansfield, Beltman, & Price, 2014 ; Papatraianou et al, 2018 ), business ( Cooke et al, 2019 ; Salisu et al, 2019 ; Salisu, Hashim, Ismail, & Isa, 2017 ), and psychology ( Kolar et al, 2017 ) . However, career resilience has not yet been well-explored in the field of T&H. In the context of the Covid-19 pandemic, which is still an ongoing pandemic globally with no end in sight, and workers within the T&H industry have been among the hardest hit.…”

“…As a result, career resilience, which refers to the ability of an individual to persist, adapt, or flourish in a career despite obstacles, changing events, and disturbances, has increasingly attracted the research interest of academics ( Mishra & McDonald, 2017 ). Career resilience has been studied in various fields including health, education, business, and psychology ( Cooke, Wang, & Bartram, 2019 ; Kolar, Treuer, & v., & Koh, C., 2017 ; Kutsyuruba, Walker, Stasel, & Al Makhamreh, 2019 ; Papatraianou, Strangeways, Beltman, & Schuberg Barnes, 2018 ; Salisu, Hashim, & Galadanchi, 2019 ; Wyllie, Levett-Jones, DiGiacomo, & Davidson, 2020 ). Studies of career resilience in the T&H literature are scarce, however, the covid-19 pandemic has raised its significance due to the extreme vulnerability of the T&H workforce ( Martins, Riordan, & Dolnicar, 2020 ; Su et al, 2021 ).…”

Nurse Educator Perceptions of Workplace Collegiality

“…Faculty development and mentoring faculty improve job satisfaction and a sense of legitimacy as an educator and provide a psychological empowerment source 30. These support mechanisms provide the mentee with a social network in academia that will minimize social isolation, promote collaboration, and resilience 31,32…”

“…30 These support mechanisms provide the mentee with a social network in academia that will minimize social isolation, promote collaboration, and resilience. 31,32 Copyright © 2022 Wolters Kluwer Health, Inc. All rights reserved. Collegiality and job satisfaction are interconnected.…”

Do career adaptability and employee–employer fit relate to career resilience? A collaborative effort to depart from the state of “silos” to “mutuality” in academia

“…The family has been the main disruption in the career development journey of individuals in academia (Sutherland, 2017). Therefore, people usually enter academic service (particularly females) quite later in life with a bundle of negative consequences (Wyllie et al , 2020). These consequences or challenges include, but are not limited to, the lack of role clarity (Halcomb et al , 2016) and lack of confidence (McDermid et al , 2016).…”