Following a European Society for Medical Oncology Women for Oncology (ESMO W4O) survey in 2016 showing severe under-representation of female oncologists in leadership roles, ESMO launched a series of initiatives to address obstacles to gender equity. A follow-up survey in October 2021 investigated progress achieved.
The W4O questionnaire 2021 expanded on the 2016 survey, with additional questions on the impact of ethnicity, sexual orientation and religion on career development. Results were analysed according to respondent gender and age.
The survey sample was larger than in 2016 (n = 1473 versus 482), especially among men. Significantly fewer respondents had managerial or leadership roles than in 2016 (31.8% versus 51.7%). Lack of leadership development for women and unconscious bias were considered more important in 2021 than in 2016. In 2021, more people reported harassment in the workplace than in 2016 (50.3% versus 41.0%). In 2021, ethnicity, sexual orientation and religion were considered to have little or no impact on professional career opportunities, salary setting or related potential pay gap. However, gender had a significant or major impact on career development (25.5% of respondents), especially in respondents ≤40 years of age and women. As in 2016, highest ranked initiatives to foster workplace equity were promotion of work-life balance, development and leadership training and flexible working. Significantly more 2021 respondents (mainly women) supported the need for culture and gender equity education at work than in 2016.
Gender remains a major barrier to career progression in oncology and, although some obstacles may have been reduced since 2016, we are a long way from closing the gender gap. Increased reporting of discrimination and inappropriate behaviour in the workplace is a major, priority concern. The W4O 2021 survey findings provide new evidence and highlight the areas for future ESMO interventions to support equity and diversity in oncology career development.

Objective: To analyze the prevalence and related factors of suicide ideation among nurses in different levels of hospitals in Shandong Province, and to analyze the relationship between them. Methods: From June to July 2020, 1644 nurses in Shandong Province were surveyed by multi-stage stratified cluster sampling. The suicidal ideation of nurses was investigated by suicidal ideation screening. Social support and mental health were measured by the perceived social support scale (pass) and kessler10 scale respectively. The simple coping style scale (SCSQ) was used to evaluate the coping styles of the subjects when they encountered problems. Logistic regression was used to analyze the influencing factors of suicidal ideation, Amos software was used to establish the path model of suicidal ideation related factors, and the maximum likelihood estimation was used to test the path model coefficient. Results: The incidence of suicidal ideation among nurses in secondary hospitals during their career was 8.44%, and that in tertiary hospitals was 11.66%. There was no significant difference in suicidal ideation among nurses at all levels in secondary hospitals (P>0.05) . The main factors related to suicidal ideation were unmarried and others (OR=0.362, 95%CI=0.155, 0.844, P=0.019) , social support (OR=1.084, 95% CI=1.059, 1.109, P=0.000) and mental health status (OR=0.921, 95% CI=0.890, 0.953, P=0.000) . The suicide ideation of skilled nurses in tertiary hospitals was higher than that of other levels (P<0.05) . The related factors of suicide ideation mainly included unmarried and others (OR=0.369, 95% CI=0.214, 0.636, P=0.000) , night shift (OR=1.889, 95%CI=10.57, 3.377, P=0.032) , general self-rated social status (OR=2.377, 95%CI=1.031, 5.483, P=0.042) , physical disease (OR=2.747, 95%CI=1.601, 4.714) , P=0.000) , Social support (OR=0.960, 95%CI=1.042, 1.077, P=0.000) and mental health status (OR=0.942, 95%CI=0.922, 0.963, P=0.000) . Social support and mental health have a direct effect on suicidal ideation. Self-assessment of social status, social support and physical disease can affect suicidal ideation by affecting mental health. Conclusion: It is necessary to pay more attention to the mental health status of nurses at different levels in different hospitals during their career, improve their social support level, and improve their cognition of the practice environment.
目的： 分析山东省不同等级医院各层级护理人员职业生涯期间自杀意念流行现状和相关因素，并分析相关因素之间的作用关系。 方法： 于2020年6至7月，用多阶段分层整群抽样调查山东省1644名护理人员，用自杀意念筛查问题调查护理人员的自杀意念，用《领悟社会支持量表》（PASS）和《Kessler 10量表》分别测量社会支持情况和心理健康状况。用《简易应对方式量表》（SCSQ）评价研究对象遇到问题时所采用的应对方式。用logistic回归分析自杀意念的影响因素，应用Amos软件建立自杀意念相关因素的路径模型，并采用最大似然估计检验路径模型系数。 结果： 二级医院护理人员职业生涯期间自杀意念发生率为8.44%，三级医院自杀意念发生率为11.66%。二级医院中各层级护理人员自杀意念差异无统计学意义（P>0.05），自杀意念的相关因素主要有未婚及其他（OR=0.362，95%CI=0.155，0.844，P=0.019），社会支持（OR=1.084，95%CI=1.059,1.109，P=0.000）和心理健康状况（OR=0.921，95%CI=0.890，0.953，P=0.000）。三级医院中熟练期护理人员自杀意念高于其他层级（P<0.05），自杀意念的相关因素主要有未婚及其他（OR=0.369，95%CI=0.214,0.636，P=0.000），夜班（OR=1.889，95%CI=10.57，3.377，P=0.032），自评社会地位一般（OR=2.377，95%CI=1.031，5.483，P=0.042），躯体疾病（OR=2.747，95%CI=1.601，4.714，P=0.000），社会支持（OR=0.960，95%CI=1.042，1.077，P=0.000）和心理健康状况（OR=0.942，95%CI=0.922，0.963，P=0.000）。社会支持和心理健康状况对自杀意念具有直接作用，自评社会地位、社会支持和躯体疾病可通过影响心理健康状况对自杀意念产生影响。 结论： 应加强对不同等级医院各层级护理人员职业生涯期间心理健康状况的关注，提高其社会支持水平，改善其对执业环境的认知。.

Although previous research shows that general self-efficacy is related to employability, the mechanism of them is unclear. Thus, this study aims to explore the relationship between general self-efficacy and employability, examines the mediating role of achievement motivation and career aspirations among financially underprivileged college students in China. The analysis of 651 participants (59% female, 41% male) from six provinces indicates that general self-efficacy positively predicts employability through the mediating chain of achievement motivation and career aspirations. Based on these findings, the researchers propose feasible suggestions for related issues of financially underprivileged college students and future research.

UNASSIGNED: This study answer calls for research on host country nationals (HCNs) by examining factors that may influence HCN task performance and contextual performance during work with their self-initiated expatriate (SIE) colleagues.
UNASSIGNED: Data on personality traits (extraversion, openness), socialization self-efficacy, and frequency of interaction, task, and contextual performance were collected by surveying 373 Chinese HCNs. The first author recruited the HCNs through SIEs working and living in China. SIEs who participated in this project provided the email addresses of HCNs with whom they worked.
UNASSIGNED: The frequency of interactions fully mediated the relationship between (a) extraversion with task and contextual performance and (b) openness with task and contextual performance. Only socialization self-efficacy moderated the mediating effects of extraversion on task performance via the frequency of interaction; it also moderated the mediating effects of openness on contextual performance via the frequency of interactions, but not in the hypothesized direction.
UNASSIGNED: This study investigated the neglected stakeholder in the expatriation process, namely, HCNs, and what factors may impact HCNs\' performance during work and collaboration with their SIE colleagues.

Along with the severe global employment challenges caused by the rapid rise of digital technologies, the job insecurity (JI)-life satisfaction (LS) association has attracted increasing attention. However, there is still a dearth of studies investigating the crucial boundary conditions of JI-LS relationships in non-Western contexts. To fill this gap, we choose China, the world\'s largest emerging economy, which is undergoing a radical digital transformation, as our research setting. Building on the conservation of resource (COR) theory, we focus on exploring two critical buffers of the JI-LS mechanism, of which job embeddedness (JE) characterizes a significant psychological resource and career stage embodies the time dynamics of this model. Data were collected from a sample of 317 Chinese media organization employees and were analyzed by the moderated hierarchical multiple regression approach. Our results show that JI is negatively related to LS and this relationship becomes stronger when employees have low JE (vs. high). Further, this two-way interaction is moderated by career stage; the impact of JI on LS is (1) stronger only for mid-late career stage employees who experienced low JE, and (2) weaker also only for mid-late career stage employees who experienced high JE. This study enriches the existing body of knowledge on the JI-LS model by highlighting the three-way interaction effect of JI, a critical psychological resource (i.e., JE), and time effect (i.e., career stage) on LS; it implies that older people with a certain amount of career experience and resource accumulation may perceive the effect of JI on LS differently than younger people.

BACKGROUND: Despite the rapid growth of Chinese nursing PhD programs, little is known about the career intentions of students in this field.
OBJECTIVE: To investigate the career intentions of nursing PhD students.
METHODS: Online cross-sectional survey.
METHODS: Nursing PhD students at Chinese universities.
METHODS: An online questionnaire was designed and the data were analyzed using SPSS.
RESULTS: The mean age of the participants was 31.53 ± 4.92 years, and most were female (89.9%), married (74.2%), and had been employed previously (69.7%). Most intended to work in the city where their family lived (34.8%) or near their previous workplace (32.6%). Most (60.7%) desired to work in an educational institution (e.g., a university or college). The most common expected salary was 8000-11,999 RMB/month. The work benefits perceived as indispensable were \"Five Insurances and One Fund\" (77.5%), good educational resources for children (59.6%), financial allowances for PhD graduates (52.8%), staff dormitories/housing subsidies (50.6%), and tenure (50.6%). Nursing education (75.3%) and research (70.8%) were the most favored fields. The key job characteristics were the opportunity to put strengths to fullest use (79.8%), time to conduct research (60.7%), and work-life balance (51.7%). The key research conditions included a good research incentive mechanism (77.5%), a Basic Scientific Research Foundation (68.5%), opportunity to apply to conduct research projects (66.3%), and the nursing team\'s atmosphere regarding research (64.0%), and 91.0% were eager to study abroad (e.g., as part of an international exchange).
CONCLUSIONS: Nursing PhD students would like to work in their hometown or near their previous workplace. Most preferred working in an educational institution, and the most popular fields were nursing education and research (rather than clinical care), despite the high demand of hospital management for nursing PhD graduates. Flexible work, high-quality research conditions, a certain salary, work benefits, and training were key expectations.

BACKGROUND: The professional moral and job satisfaction of medical profession remain highly disputed in media in China. On the other hand, there is wide disaffection of patients toward doctors in China. This survey aims to obtain a better understanding of the motivation of Chinese medical professionals.
METHODS: An anonymous online cross-sectional survey, AME survey III, was conducted using the platform provided by DXY (www.dxy.cn) during the period of September 10-23, 2015. In total 2,356 DXY users completed the survey, including 1,740 males and 617 females, with a mean age of 31.96±7.03 yrs.
RESULTS: The reasons (multiple choices) for career disaffection included poor patient/doctor relationship (88.6%), imbalance between workload and pay (79.5%), could not enter the preferred specialty (14.14%), and working in small clinics with no career progress (11.17%). If given the choice to enter the specialty as well as the hospital grade of their choice, 73.8% dissatisfied respondents replied they would like to be a doctor. For the dis-satisfied respondents, university teacher appeared to be the most popular career choice. The cited high workload was considered to be due to (I) imbalance in geographical allocation of doctors and insufficient training of doctors; (II) many red-tapism formalities; (III) Chinese patients often have unreasonable requests; (IV) over-examination and over-treatment; (V) high pressure to publish papers. One hundred and twelve respondents have their child/children attending university or graduated from university, 25.0% of them are pursuing a career in medicine. Nine hundred and ninety respondents have child/children while did not reach university age yet, among them 23.62% would like their child/children to study medicine. 64.87% of the 2,356 participants favor China to open up medical market to qualified foreign medical organizations to take part in fair competition, and 57.91% favor the government supporting regulated private hospitals.
CONCLUSIONS: The moral and motivation of medical doctors in China are likely to be similar to other continuously evolving societies. Cost-effective use of existing resources should be explored as the first priority.

By examining trends in intra-organizational and inter-organizational job transition probabilities among professional and managerial employees in Germany, we test the applicability of mainstream career theory to a specific context and challenge its implied change assumption. Drawing on data from the German Socio-Economic Panel (GSOEP), we apply linear probability models to show the influence of time, economic cycle and age on the probability of job transitions between 1984 and 2010. Results indicate a slight negative trend in the frequency of job transitions during the analyzed time span, owing to a pronounced decrease in intra-organizational transitions, which is only partly offset by a comparatively weaker positive trend towards increased inter-organizational transitions. The latter is strongly influenced by fluctuations in the economic cycle. Finally, the probability of job transitions keeps declining steadily through the course of one\'s working life. In contrast to inter-organizational transitions, however, this age effect for intra-organizational transitions has decreased over time.

OBJECTIVE: To study the students\' satisfaction with the week-long summer programme and the importance of common influencing factors (IFs) for choosing dentistry as their career.
METHODS: Anonymous questionnaire was given to all 214 participants in July of 2011 and 2012. Demographic information including gender, age and education level was collected. The students were asked about their satisfaction with the programme with separate ratings for learning experiences, including hands-on workshops (HOW); clinic observations (CO); problem-based learning tutorials (PBL); and lectures (L). They also rated the relative importance of the ten common IFs. The Friedman test was used to study the order of their preferences of the programme\'s activities. The Chi-square test was used to study the influence of their demographic factors on the importance of the IFs.
RESULTS: A total of 208 students returned their questionnaires. The majority were below the age of 18 (81%), and 44% were studying in an international school. Most of the students (96%) were satisfied with the programme overall. They liked the HOWs and COs more than the PBL tutorials and Ls. \'Altruism\' and \'medical/health care career\' were the two most important IFs overall. \'Altruism\' and \'past experience with dentist\' were considered more important by those aged 18 or above. \'Past experience with dentist\' and \'working with hands\' were considered more important by the international school students.
CONCLUSIONS: Most participants were satisfied with the summer programme. They preferred practical, skill-based activities to knowledge-based activities. The importance of some IFs was associated with age and education system.