Correction: The "new normal": Adapting doctoral trainee career preparation for broad career paths in science

Career self-efficacy disparities in underrepresented biomedical scientist trainees

“…However, junior female trainees from UR groups who were not interested in PI careers showed the lowest intersectional identities across all groups. It is important to investigate the finding that there is some evidence of a multiple identity advantage, especially given that existing literature shows that individuals from underrepresented groups tend to report lower CSE than well-represented individuals [ 86 ]. In another study, postdoctoral trainees from underrepresented groups versus postdoctoral trainees from well-represented groups showed no significant differences in outcome expectations related to CSE but did show higher research self-efficacy [ 23 ].…”

Impact of an Innovative Endowed Chair Program on Medical Educator Recipients

“…Lent and Brown 13 elaborated this theory to examine challenges and routine career decisions, negotiation of career transitions, integration and pursuit of personal goals within one's career, management of multiple roles, and examination of career setbacks. Researchers have applied this framework to careers in biomedical research, 14 careers in clinical research, 15 and careers in clinical education. [16][17][18] When considering the endowed chair from the perspective of SCCT, the alignment between endowed chairs that emphasizes human resources and symbolism with career interests, goals, and performance invites exploration.…”

Catalysts in career transitions: Academic researchers transitioning into sustainable careers in data science

“…Non-individual resources in career transitions have been studied to a much lesser extent, although the potential of a career transition to direct individuals towards more sustainable career paths is influenced by wider organizational, institutional, societal and family factors. Past research has shown that some organizational resources (offered by the employing organization) can facilitate career transitions, including career planning, targeted career training, advice from line managers, mentoring and coaching by career specialists (e.g., Clair et al, 2017). However, our data points to new, independent career catalysts in the context of career transitions that had not been recognized before and that urge us to expand our knowledge about the facilitators of career transitions beyond the individual and organizational domains.…”

“…As a result, highly qualified early and mid-career STEM researchers are increasingly seeking -or are forced to seek -more stable career opportunities outside of academia (Clair et al, 2017;Etmanski, 2019), redirecting their efforts to new occupational fields which are still related to science, but with better career prospects (Maher, Wofford, Roksa, & Feldon, 2017). This is in spite of the fact that doctoral researchers conventionally embark on a PhD project motivated by their love of science and with the intention to remain in academia (Curtin, Malley, & Stewart, 2016;Gibbs & Griffin, 2013; Van der Weijden et al, 2016).…”

“…Furthermore, academic careers comprise a highly neglected occupational category that remains particularly understudied within the careers literature (Baruch et al, 2014;Kaulisch & Enders, 2005;Kindsiko & Baruch, 2019;Williams & Mavin, 2015). Research on academic careers has also mainly focused on career outcomes within the academic career, paying less attention to the "process" of career development (Clair et al, 2017) that is associated with career transitions outside academia. This paper addresses these research gaps and aims to investigate how academic researchers cross career boundaries in search of a sustainable career in data science as well as to examine the facilitators of academic researchers' career transition and the ways in which they experience career sustainability in their new occupational field.…”