BACKGROUND & AIMS: :Thousands of UK doctoral students and early-career researchers shared the repercussions of lockdown on their work and wellbeing.

背景与目标： ：成千上万的英国博士生和早期研究人员分享了锁定工作和幸福的后果。

BACKGROUND & AIMS: :What follows are snapshots of my career in chicken eyes, yeast and Rhodospirillum rubrum, castor beans, Escherichia coli and finally yeast again. In contrast, only a few of the failures that realistically make up a career are included. It is a tale of the generosity and influences of those who shaped what I am and what I learned in a wonderful profession. The science described is only that which I was lucky enough to do or was performed in my laboratory by those who really deserve the credit for any success that I've enjoyed. Not mentioned for lack of space are the critical contributions of many impressive investigators in the field of nitrogen-responsive regulation for no scientific investigation occurs in isolation.

背景与目标： ：以下是我在鸡眼，酵母和红螺旋体，蓖麻籽，大肠杆菌以及最后的酵母中的职业生涯快照。相比之下，只有少数实际构成职业的失败才包括在内。这是一个故事，讲述了那些塑造了我本人以及我在出色的职业中学到的知识的人的慷慨和影响。所描述的科学只是我很幸运能够做的事情，或者是我的实验室中那些真正值得称赞的人，因为他们享受到了我所获得的任何成功。由于缺乏空间而未提及的是，许多出色的研究人员在氮敏感型调节领域的关键贡献是，没有孤立的科学调查就不会发生。

BACKGROUND & AIMS: Importance:Burnout among US surgeons is alarmingly high, particularly among women, and work-life integration conflicts contribute to career dissatisfaction. Objective:To evaluate associations between surgical career satisfaction and personal life factors such as time requirements for outside interests, household chores, and parenting responsibilities and to explore similarities and differences between men and women. Design, Setting, and Participants:This cross-sectional survey study of practicing US surgeons was conducted between June 4 and August 1, 2018. The 257-item online survey was sent to 25 748 fellows of the American College of Surgeons. A 31-item subanalysis was performed from August 13 to November 4, 2019. Main Outcomes and Measures:Degree of career satisfaction was measured on a 5-point Likert scale. Professional and personal life factors associated with career satisfaction were evaluated with gender-stratified multivariable proportional odds models. Results:Among 3807 respondents, 3166 self-identified as male (83%) and 639 (17%) as female. Fewer women reported career satisfaction (483 [77%] vs 2514 [82%]) and relatively more women reported problematic interruption of personal life owing to work (315 [50%] vs 1381 [45%]). A higher proportion of women reported being primarily responsible for meal preparation (282 [46%] vs 355 [12%]) and housekeeping (149 [24%] vs 161 [5%]). On multivariable analyses, factors independently associated with career satisfaction were generally similar between genders. Stronger collegial support of work-life integration efforts was significantly associated with higher career satisfaction for both genders (P < .001), although the odds ratio (OR) for women was higher than for men (OR, 4.52; 95% CI, 2.60-7.87 vs OR, 2.45; 95% CI, 1.88-3.21). For men and women, increasing age was significantly associated with higher career satisfaction (men: OR, 1.04; 95% CI, 1.03-1.05; P < .001; women: OR, 1.04; 95% CI, 1.02-1.06; P = .001), and insufficient time for family owing to work was associated with lower satisfaction (men: OR, 0.66; 95% CI, 0.49-0.90; P = 009; women: OR, 0.49; 95% CI, 0.30-0.81; P = .006). For women only, there was a significant association between primary responsibility for at least 1 household chore and lower career satisfaction (OR, 0.66; 95% CI, 0.45-0.98; P = .04). Conclusions and Relevance:In this study, although women had relatively lower surgical career satisfaction than men, the associations between career satisfaction and personal life factors were largely similar. Collegial support of work-life integration efforts appeared to be the most influential factor, particularly for women. Optimization of work-life integration may not only decrease physician burnout but also promote gender equity in surgery.

背景与目标： 重要性：美国外科医生的倦怠令人震惊，尤其是女性，而且工作与生活融合的冲突加剧了职业的不满。
目的：评估外科手术职业满意度与个人生活因素之间的关联，例如外部兴趣，家务和养育责任的时间要求，并探讨男女之间的异同。
设计，设置和参与者：这项针对美国外科医生的横断面研究于2018年6月4日至8月1日进行。在线调查共257个项目，发送给美国外科医生学院的25748名研究人员。从2019年8月13日到11月4日进行了31个项目的子分析。
主要结果和衡量指标：职业满意程度以5点李克特量表进行衡量。与职业满意度相关的职业和个人生活因素通过性别分层的多元比例赔率模型进行了评估。
结果：在3807位受访者中，有3166位自我认同为男性（83％），有639位（17％）为女性。报告职业满意度的妇女人数较少（483 [77％]比2514 [82％]），相对更多的妇女报告由于工作而导致个人生活中断的问题（315 [50％]对1381 [45％]）。较高比例的妇女报告说，他们主要负责做饭（282 [46％]比355 [12％]）和家政服务（149 [24％]对161 [5％]）。在多变量分析中，性别之间与职业满意度独立相关的因素通常相似。尽管女性的比值比（OR）高于男性（OR，4.52； 95％CI，2.60），但更强的工作与生活融合努力的大学支持与男女的职业满意度均显着相关（P <.001）。 -7.87 vs OR，2.45； 95％CI，1.88-3.21）。对于男性和女性，年龄增长与较高的职业满意度显着相关（男性：OR，1.04； 95％CI，1.03-1.05； P <0.001；女性：OR，1.04； 95％CI，1.02-1.06； P = .001），并且由于工作而没有足够的家庭时间与满意度降低有关（男性：OR，0.66； 95％CI，0.49-0.90； P = 009；女性：OR，0.49； 95％CI，0.30-0.81； P = .006）。仅对于女性，至少负责一项家务的主要责任与较低的职业满意度之间存在显着关联（OR为0.66； 95％CI为0.45-0.98； P = 0.04）。
结论与相关性：在这项研究中，尽管女性的手术职业满意度比男性低，但是职业满意度与个人生活因素之间的关联却大体相似。对工作与生活相结合的努力的大学支持似乎是最有影响力的因素，特别是对妇女而言。工作生活整合的优化不仅可以减少医生的倦怠，而且可以促进手术中的性别平等。

BACKGROUND & AIMS: BACKGROUND:Physicians often enter the workplace with substantial debt. The relationship between debt and reported career plans among internal medicine residents is unknown. OBJECTIVE:To determine distributions of educational debt among internal medicine residents and associations of debt with reported career plans. DESIGN:Cross-sectional survey using data from the annual Internal Medicine In-Training Examination Residents Questionnaire completed by U.S. categorical internal medicine residents. SETTING:Categorical internal medicine residencies in the United States. PARTICIPANTS:22,563 residents in their third (final) year of residency, representing 74.1% of all eligible U.S. categorical internal medicine residents from 2003 through 2007. MEASUREMENTS:Distributions of educational debt were tabulated. Proportions of residents choosing career plans were calculated for various levels of debt. RESULTS:International medical graduates represented 48.7% of the cross section and had considerably less debt than U.S. medical graduates: 53.8% of U.S. medical graduates had debt of 100,000 dollars or greater and 60.2% of international medical graduates had none. U.S. medical graduates with debt of 100,000 dollars to 150,000 dollars were less likely than those with no debt to choose a subspecialty career (57.5% vs. 63.5%). U.S. medical graduates with debt of 50,000 dollars to 99,999 dollars were more likely than those with no debt to choose a hospitalist career (8.5% vs. 6.2%), and this preference increased with increasing debt level (10.0% for those with >150,000 dollars debt). These associations are more pronounced for U.S. medical graduates than for international medical graduates. LIMITATION:The study addressed total educational debt, but not when it was incurred, and did not allow inferences related to causality. CONCLUSION:Educational debt is associated with differences in reported career plans among internal medicine residents.

背景与目标： 背景：医师经常带着沉重的债务进入工作场所。内科医师的债务与已报告的职业计划之间的关系尚不清楚。
目的：确定内科医学居民中教育债务的分布以及已报告职业计划的债务协会。
设计：横断面调查使用的是美国分类内科住院医师完成的年度内科培训期居民问卷调查的数据。
地点：美国的分类内科住院医师。
参与者：在第三（最后）年居住的22,563居民，占2003年至2007年所有合格的美国分类内科合格居民的74.1％。
测量：将教育债务的分配表化。针对各种债务水平，计算了选择职业计划的居民比例。
结果：国际医学毕业生占横截面的48.7％，债务比美国医学毕业生少得多：53.8％的美国医学毕业生的负债为100,000美元或更高，而60.2％的国际医学毕业生则没有。负债在100,000美元至150,000美元之间的美国医学毕业生比没有债务的美国大学毕业生选择亚专业的可能性要小（57.5％vs. 63.5％）。负债在50,000美元至99,999美元之间的美国医学毕业生比没有债务的毕业生更倾向于选择住院医生职业（8.5％对6.2％），并且这种偏好随着债务水平的提高而增加（负债超过150,000美元的人为10.0％）债务）。这些协会对于美国医学毕业生比国际医学毕业生更为明显。
局限性：该研究针对的是教育债务总额，但不是针对债务总额，而是针对因果关系的推论。
结论：教育债务与内科医师之间报告的职业计划差异有关。

BACKGROUND & AIMS: OBJECTIVE:To examine the gender differences in practice patterns, experiences, and career opportunities for family physicians who practice sports medicine. DESIGN:Descriptive, self-administered questionnaire. PARTICIPANTS:Family physicians with Certificate of Added Qualification (CAQ) in sports medicine were surveyed. The survey was sent to all women with a CAQ in Sports Medicine and a random sample of 20% of the men with CAQs in sports medicine. MAIN OUTCOME MEASURE:Survey consisted of multiple choice, Likert scale, and opened-ended questions. The data was analyzed with contingency tables, with gender as the dependent variable. RESULTS:Response rate to the survey was 75%, which included 42 females and 102 males. Demographics of our population demonstrated some gender differences. Males were of higher average age (41.1 vs. 38.1), and more likely to be married and have children. Practice types, location, and time spent in sports medicine did not differ with the exception of training room and event coverage. Males were more likely to cover all levels of training room except at the Division I level, where the percent of males and females covering training rooms were equal. Males were also more likely to cover all types of sporting events. Job satisfaction and reasons for choosing current jobs did not show significant gender differences. However, factors affecting career opportunities did vary. Professional relationships with athletic trainers and coaches were perceived to be different by males and females surveyed. CONCLUSIONS:Our survey of sports medicine physicians showed some gender differences in practice patterns relative to training room and sporting event coverage. Surprisingly, there were not many differences in the factors that affected job choice and factors affecting job opportunities with the exception of gender itself. However, our study does not conclude how or when gender begins to affect the female sports medicine physician's career opportunities.

背景与目标： 目的：研究从事运动医学的家庭医生在实践模式，经验和职业机会方面的性别差异。
设计：描述性，自行管理的问卷。
参加者：对获得运动医学附加资格证书（CAQ）的家庭医生进行了调查。该调查被发送给所有运动医学上有CAQ的女性，并随机抽取20％的运动医学上有CAQ的男性样本。
主要观察指标：调查包括多项选择，李克特量表和开放式问题。用列联表对数据进行了分析，以性别为因变量。
结果：调查的回应率为75％，其中42名女性和102名男性。我们人口的人口统计数据显示出一些性别差异。男性的平均年龄较高（41.1比38.1），并且更有可能结婚并育有孩子。练习类型，地点和在运动医学上花费的时间没有变化，除了培训室和活动范围。男性更可能覆盖所有级别的培训室，但在第一级中，覆盖培训室的男女比例是相等的。男性也更可能参加所有类型的体育赛事。工作满意度和选择当前工作的原因并没有显示出明显的性别差异。但是，影响职业机会的因素确实有所不同。被调查的男性和女性认为与运动教练和教练的专业关系是不同的。
结论：我们对运动医学医师的调查显示，在实践模式方面，与培训室和体育赛事报道有关，存在一些性别差异。令人惊讶的是，除了性别本身之外，影响工作选择的因素和影响工作机会的因素差异不大。但是，我们的研究并未得出结论，即性别如何或何时开始影响女性运动医学医师的职业机会。

BACKGROUND & AIMS: :This article describes an anaesthetist's experience working in a tertiary care hospital in the UAE. The health care system, with both private and government facilities, is subject to rapid development and diversification like the country as a whole. The staffing system in the hospital is based on the Anglo-American consultant model and provides a pleasant, informal work environment. Compared to a routine work day in Germany, work in the UAE is exciting and varied because of cultural differences and the nature of the cases being treated. Life in the UAE is characterized by its multinational, multicultural society which provides for absorbing encounters and great recreational opportunities including plenty of sun and sea.

背景与目标： ：本文介绍了麻醉师在阿联酋三级医院工作的经验。包括私人和政府机构在内的卫生保健系统，像整个国家一样，正在经历快速发展和多样化。医院的人员配置系统基于英美顾问模型，并提供了一个愉快，非正式的工作环境。与德国的日常工作相比，由于文化差异和所处理案件的性质，在阿拉伯联合酋长国的工作令人兴奋且变化多端。阿联酋的生活以其跨国，多元文化的社会为特征，它提供了丰富的阳光和大海，为人们带来了更多的娱乐机会和娱乐机会。

BACKGROUND & AIMS: :Nurse administrators focus on factors that influence nurses' levels of satisfaction to reduce turnover and improve retention. One important determinant of nurses' satisfaction is the opportunity for professional development. On the basis of feedback from the nurses, a professional development program, Career Advancement for Registered Nurse Excellence, was instituted. The authors describe one approach to create opportunities to improve professional nurse development and the necessity for ongoing assessment of its impact on nurses' job satisfaction.

背景与目标： ：护士管理员专注于影响护士满意度的因素，以减少人员流动和提高保留率。护士满意度的一个重要决定因素是专业发展的机会。根据护士的反馈，制定了一个职业发展计划，即“注册护士卓越职业发展计划”。作者描述了一种创造机会以改善专业护士发展的方法，以及持续评估其对护士工作满意度影响的必要性。

BACKGROUND & AIMS: :An increasing lack of young fellowship trainees in operative medicine, particularly in orthopaedics and traumatology and the various options to counteract this problem during the phases until the individual decision for residency and the fellowship program is made, were the focus of part I. The present part concentrates on residency and the fellowship phase including the individual perspectives after successful training. With respect to an attractive and highly qualified training in orthopaedics and traumatology, three essential points are to be made: a timely general framework, the establishment of a clinic-specific management of training and a general evaluation of training in the sense of a benchmarking system. A flexible work schedule including structural entities, such as an in-hospital day care facility for children, a structured and reliable curriculum of training according to a model curriculum to be adapted to the corresponding training unit including options of rotation to other facilities of training and the integration of nationwide education and mentoring programs represent further elements of an attractive training program. Thus the quality of training will become a decisive criterion of selection. The fellowship program for specialized traumatology inevitably leads to limitations of the whole spectrum of the field with an increasing specialization. In the future the contents of fellowship training will need a well-considered adaptation to the clinical needs and realities in the light of the emerging national trauma network program. A wide field of activity will open up to specialists in orthopaedics and traumatology with a focus on special traumatology considering the rapid changing field of hospital and outpatient care. Thus a systematic and creative reorganization of the residency and fellowship phases will overcome any problem of attractiveness.

背景与目标： 第一部分的重点是：在手术医学领域，尤其是在骨科和创伤学领域，缺乏年轻的研究奖学金的学员越来越少，在阶段阶段直至做出个人居住权和奖学金计划的个人决定之前，有各种各样的方法来解决这个问题。目前，这是第一部分的重点。该部分的重点是成功培训后的居住权和研究金阶段，包括个人观点。关于骨科和创伤学方面的有吸引力且高素质的培训，要提出三点要点：及时的总体框架，建立针对特定诊所的培训管理以及从基准系统的意义上对培训进行总体评估。灵活的工作时间表，包括结构实体，例如儿童医院的日托设施，根据模型课程的结构化和可靠的培训课程，以适应相应的培训单位，包括轮换到其他培训设施和全国教育和指导计划的整合代表了有吸引力的培训计划的进一步内容。因此，培训质量将成为选择的决定性标准。专门的创伤学的研究金计划不可避免地导致该领域的整个领域的局限性以及专业化程度的提高。将来，将根据新兴的国家创伤网络计划，对进修培训的内容进行充分考虑，以适应临床需求和现实。考虑到医院和门诊服务领域的快速变化，整形外科领域将向骨科和创伤学领域的专家开放，重点是特殊创伤学。因此，对居住和研究金阶段的系统和创造性的重组将克服任何吸引人的问题。

BACKGROUND & AIMS: BACKGROUND:In some Western countries, the medical profession is continuously losing prestige, doctors are claiming of high demands, low rewards, and difficult structural working conditions. This study aimed to investigate the arguments given by Swiss residents for and against a career in medicine. METHODS:As part of a prospective cohort study of Swiss medical school graduates on career development, 567 fourth-year residents were asked to answer the free-response item of what arguments there still were in favour of or against a career in medicine. They also indicated whether they would choose the medical profession all over again (yes/no). The statements were transcribed, content categories inductively formulated, and their descriptions written down in a code manual. Arguments were encoded according to the code manual and assigned to eight content categories (Mayring's content analysis). Frequency distributions were given for categories and tested with Chi2-tests for differences in gender, speciality fields, and whether or not the respondent would again choose a career in medicine. RESULTS:The 567 participants made 1,640 statements in favour of and 1,703 statements against a career in medicine. The content analysis of the residents' answers yielded eight categories with arguments both for and against a career in medicine. Of all "statements for" responses, 70% fell into the two top-ranking categories of Personal experiences in day-to-day working life (41.2%) and Interpersonal experiences in professional relationships (28.8%). The top-ranking category of the "statements against" arguments was General work-related structural conditions (32%), followed by Social prestige and health-policy aspects (21%). Main arguments in favour of a career in medicine were interdisciplinary challenge, combination of basic sciences and interpersonal concerns, helping suffering people, guarantee of a secure job; arguments against comprised high workload, time pressure, emotional stress, poorly structured continuing education, increasing bureaucracy, work-life imbalance, low income, and decreasing social prestige. The statements revealed few differences depending on gender, medical field, and attitude towards choosing the medical profession again; one out of five young doctors would not do so. CONCLUSION:Residents' chief complaint is deteriorating structural working conditions, including unfavourable work-life balance. Making medicine an attractive profession again will require sustainable changes in health-policy framework and social reward.

背景与目标： 背景：在某些西方国家，医学界一直在失去声望，医生声称要求高，报酬低并且结构性工作条件艰苦。这项研究旨在调查瑞士居民支持和反对医学职业的观点。
方法：作为对瑞士医学院毕业生职业发展的一项前瞻性队列研究的一部分，要求567名四年级居民回答自由回答的问题，即哪些观点仍然支持或反对医学职业。他们还指出是否会再次选择医学专业（是/否）。语句被转录，内容分类归纳，并在代码手册中记录了它们的描述。根据代码手册对参数进行编码，并将其分配给八个内容类别（Mayring的内容分析）。给出了频率分布的类别，并通过Chi2-test进行了测试，以检查性别，专业领域的差异以及受访者是否会再次选择从事医学职业。
结果：567名参与者发表了1,640项赞成的陈述，而1,703项反对医学职业的陈述。居民回答的内容分析产生了八类，分别支持和反对医学职业。在所有“回应声明”中，有70％属于日常工作生活中的个人经历（41.2％）和人际关系中的职业经历（28.8％）这两个最重要的类别。 “反对声明”论证中排名最高的类别是与一般工作有关的结构性条件（32％），其次是社会声望和卫生政策方面（21％）。支持医学职业的主要论据是跨学科的挑战，基础科学与人际关系的结合，帮助受苦的人们，确保一份稳定的工作；反对意见包括工作量大，时间压力大，情绪紧张，继续教育结构不良，官僚主义加剧，工作生活失衡，低收入和社会声望下降。声明显示，根据性别，医学领域和对再次选择医学专业的态度，差异不大。五分之一的年轻医生不会这样做。
结论：居民的主要抱怨是结构性工作条件的恶化，包括不利于工作与生活的平衡。要使医学再次成为有吸引力的行业，将需要健康政策框架和社会奖励的可持续变化。

BACKGROUND & AIMS: :This article compares career and family characteristics for male and female physicians aged 30-49 in the United States. Despite women's increased presence in the profession, male physicians still out-earn and work more hours than their female counterparts. Males are also more often involved in families than are females. Compared with the U.S. population, male physicians are more likely to marry and parent, while the opposite is true for female physicians. The work-family interface also provides dramatic gender differences. Marriage and parenting, which might be expected to impinge on physicians' careers, actually seem to spur men's work commitment and earnings, but have the reverse effect for women. A review of research findings from other industrialized countries reveals similar gender differences in physicians' work and family patterns. The consequence of women's increased presence in the medical profession are discussed in light of these marked gender contrast in work and family life.

背景与目标： ：本文比较了美国30-49岁年龄段的男性和女性医师的职业和家庭特征。尽管女性在该行业的存在有所增加，但男性医师的收入和工作时间仍比女性医师多。男性也比女性更常参与家庭生活。与美国人口相比，男性医师更容易结婚和成亲，而女性医师则相反。工作与家庭的界面也提供了巨大的性别差异。婚姻和养育子女可能会影响医生的职业，实际上似乎促进了男性的工作投入和收入，但对女性却产生了相反的影响。对其他工业化国家的研究结果进行的审查显示，医生的工作和家庭模式也存在类似的性别差异。鉴于女性在工作和家庭生活中存在明显的性别差异，讨论了女性在医疗行业中所占比例增加的后果。

BACKGROUND & AIMS: :The final clinical practicum before graduation prepares nursing students for the transition from a student to a nurse, but the essential elements of the final clinical practicum that enhance successful transition are not known. We examined the associations of five elements of the final clinical practicum with four indicators of the transition experience in new nurses. We also tested whether psychosocial work characteristics modified these associations. The study sample comprised 712 Finnish nurses who had graduated within the previous two years before the data collection (response rate: 18%). The data were collected using a questionnaire survey in 2018. The elements of the final clinical practicum included (1) the systematicness of the practicum, (2) teacher involvement, (3) the quality of supervision, (4) preparing for the demands of a nurse's work and (5) being part of a professional team. Our results, based on linear regression analysis, showed that all the elements except the quality of supervision were associated with indicators of the transition experience (beta range: from 0.08 to 0.35). Job demands modified several of these associations. The findings of this study highlight the potential for well-implemented final clinical practicums to promote a smoother transition for new nurses.

背景与目标： ：毕业前的最终临床实习课程为护理专业学生为从学生过渡到护士的过渡做好准备，但是提高最终成功过渡的最终临床实习课程的基本要素尚不清楚。我们研究了最终临床实践的五个要素与新护士过渡经验的四个指标之间的关系。我们还测试了社会心理工作特征是否改变了这些关联。该研究样本包括712名芬兰护士，他们在数据收集之前的两年内毕业（答复率：18％）。数据是通过2018年的问卷调查收集的。最终临床实践的要素包括（1）实践的系统性，（2）教师的参与，（3）监督的质量，（4）为满足需求而做的准备护士的工作；（5）是专业团队的一部分。我们基于线性回归分析的结果表明，除监督质量外，所有要素均与过渡经验指标相关（β范围：0.08至0.35）。工作要求修改了其中的一些关联。这项研究的结果突显了实施良好的最终临床实践以促进新护士顺利过渡的潜力。

BACKGROUND & AIMS: BACKGROUND:Clinical trials commonly have a dedicated trial manager and effective trial management is essential to the successful delivery of high-quality trials. Trial managers have diverse experience and currently there is no standardised structured career pathway. The UK Trial Managers' Network (UKTMN) surveyed its members to understand what is important to them with respect to career development since this would be important in the development of any initiative intended to develop a skilled workforce. METHODS:We conducted an online survey of UKTMN members, who are trial management professionals, working on academic-led trials in the UK. Members were asked what they perceive as opportunities and barriers to career development. Two reminders were sent to facilitate completion of the survey, and responders were offered the opportunity to enter a prize draw for waived fees at the UKTMN annual meeting. Data were analysed descriptively by using Stata (version 15.1), and free-text responses were reviewed for themes. RESULTS:The survey was sent to 819 UKTMN members; 433 responses were received, although 13 were from non-UKTMN members; thus 420 respondents' data were included in analyses. Respondents were representative of UKTMN membership; however, more responses were received by trial managers based in registered clinical trials units (CTUs). The top three opportunities for career development were (i) training, (ii) helping design trials and (iii) undertaking relevant qualifications. The top three barriers were (i) funding, (ii) few opportunities to get involved in development activities aside from managing a trial and (iii) unclear organisational career pathway. Almost all respondents (401/420, 95.4%) considered career development either very or quite important. Although all respondents had a day-to-day role in managing trials, there was huge disparity between job titles. CONCLUSION:Career development is important to trial managers yet there is a lack of a structured pathway. The enablers and disablers to career development for trial managers should be clearly considered by the clinical trial community and, in particular, employers, sponsors and funders in order to develop a highly skilled workforce of trial managers, who are key to the delivery of trials.

背景与目标： 背景：临床试验通常有专门的试验管理者，有效的试验管理对于成功交付高质量的试验至关重要。审判管理人员经验丰富，目前还没有标准化的结构化职业道路。英国审判管理者网络（UKTMN）对其成员进行了调查，以了解对于他们的职业发展而言，什么对他们而言很重要，因为这对于制定任何旨在培养熟练劳动力的计划至关重要。
方法：我们对UKTMN成员进行了在线调查，这些成员是试验管理专业人员，他们在英国从事学术主导的试验。询问成员如何将其视为职业发展的机遇和障碍。发送了两个提醒以方便完成调查，并且在UKTMN年度会议上为响应者提供了参加抽奖的机会，以免除费用。使用Stata（版本15.1）对数据进行描述性分析，并针对主题对自由文本响应进行了审查。
结果：该调查已发送给819个UKTMN成员；收到了433份答复，尽管有13份来自非UKTMN成员；因此，分析中包括了420位受访者的数据。受访者代表UKTMN成员；但是，基于注册临床试验单位（CTU）的试验管理人员收到了更多答复。职业发展的前三大机会是（i）培训，（ii）帮助设计试验和（iii）获得相关资格。前三大障碍是：（i）资金；（ii）除了管理试验外，很少有机会参与发展活动；（iii）不清楚的组织职业道路。几乎所有受访者（401 / 420，95.4％）都认为职业发展非常重要。尽管所有受访者在日常管理试验中都扮演着日常角色，但职位之间仍然存在巨大差异。
结论：职业发展对审判管理者很重要，但缺乏结构化的途径。临床试验界，尤其是雇主，赞助商和出资者，应明确考虑试验管理者职业发展的推动力和障碍，以培养一支高技能的试验管理人员队伍，这对提供试验至关重要。

BACKGROUND & AIMS: STATEMENT:This article presents reflections of career pathways of simulation researchers as well as a discussion of the themes found in the stories presented. It is the intent of the authors to present and foster a discussion around the ways in which we as a simulation community wish to promote recognition of scholarship among simulation researchers and help support newcomers find success as simulation researchers in academia. We also present recommendations for those considering entering the field based on tactics that were successful and not successful among the scholars who shared their stories.

背景与目标： 陈述：本文介绍了模拟研究人员的职业发展路径，并讨论了所呈现故事中的主题。作者的意图是围绕作为一个模拟社区的我们希望在模拟研究人员中增进学术认可并帮助支持新移民在学术界作为模拟研究人员获得成功的方式介绍和促进讨论。我们还为那些根据分享故事的学者中成功和不成功的策略而考虑进入该领域的人们提供了建议。

BACKGROUND & AIMS: AIM:This paper is a report of a study to identify Norwegian undergraduate nursing students' career preferences at the beginning and end of their nursing education programme, together with their reasons for these preferences. BACKGROUND:International studies have shown that recruitment and retention of nurses in areas such as aged care and psychiatric nursing is difficult. It is important to know why some working areas are popular whilst others are not, so that nursing schools produce graduates who meet the needs of the community. METHODS:All students starting their nursing education programme in 2001/2002 in five Norwegian university colleges were invited to complete questionnaires at the beginning and end of their nursing education programme. In phase 1, 620 of 782 commencing students completed questionnaires (response rate 79.2%). In their third year, phase 2, 473 questionnaires were distributed (response rate 82.6%, n = 386). The questionnaire included closed questions about career preferences and open-ended questions seeking the reasons for the preferences. RESULTS:The study revealed changes in preferences between the beginning and the end of the nursing education programme. In phase 1, midwifery and paediatric nursing were ranked highest and in phase 2 working in medical/surgical ward, midwifery and psychiatric nursing were preferred. Working in aged care institutions remained unpopular throughout. Clinical experiences and professional challenges were often given as reasons for preferences. CONCLUSION:Nursing educators, clinical nurses and policymakers must reconsider their priorities and improve working conditions for nurses in aged care in order to meet society's need for nurses.

背景与目标： 目的：本文是一项研究报告，旨在确定挪威本科护理学生在其护理教育计划的开始和结束时的职业偏好，以及他们偏爱这些职业的原因。
背景：国际研究表明，在老年护理和精神病护理等领域很难招募和留用护士。重要的是要知道为什么有些工作区域很受欢迎，而另一些工作场所却不受欢迎，这样护士学校才能培养出满足社区需求的毕业生。
方法：在挪威的五所大学中，所有于2001/2002年开始护理教育计划的学生都应在其护理教育计划的开始和结束时填写问卷。在第1阶段中，有782名新生中的620名完成了问卷（答复率为79.2％）。在第三年的第二阶段中，分发了473份问卷（答复率为82.6％，n = 386）。问卷包括有关职业偏好的封闭式问题和寻求偏好的开放式问题。
结果：该研究揭示了护理教育计划开始和结束之间偏好的变化。在第1阶段，助产士和儿科护理的排名最高，在第2阶段在医学/外科病房工作，则优先选择助产士和精神病护理。在老年护理机构的工作始终不受欢迎。通常将临床经验和专业挑战作为偏爱的原因。
结论：护理教育者，临床护士和决策者必须重新考虑其优先事项并改善老年护理护士的工作条件，以满足社会对护士的需求。

BACKGROUND & AIMS: : Background: Three national career development programs (CDPs)-Early and Mid-Career Programs sponsored by the Association of American Medical Colleges and the Hedwig van Ameringen Executive Leadership in Academic Medicine sponsored by Drexel University-seek to expand gender diversity in faculty and institutional leadership of academic medical centers. Over 20 years of success and continued need are evident in the sustained interest and investment of individuals and institutions. However, their impact on promotion in academic rank remains unknown. The purpose of the study is to compare promotion rates of women CDP participants and other faculty of similar institutional environment and initial career stage. Methods: The study examined retrospective cohorts of 2,719 CDP participants, 12,865 nonparticipant women, and 26,810 men, from the same institutions, with the same degrees, and first years of appointment in rank. Rates of promotion to Associate and Full Professor ranks in respective cohorts of Assistant and of Associate Professors were compared using Kaplan-Meier survival curves and log-rank tests, and logistic regression adjusting for other predictors of academic success. Results: In adjusted analyses, participants were more likely than men and non-participant women to be promoted to Associate Professor and as likely as men and more likely than non-participant women to be promoted to Full Professor within 10 years. Within 5 years, CDP participants were more likely than nonparticipant women to be promoted to Associate Professor and as likely as to be promoted to Full Professor; in the same interval, participants were promoted to both higher ranks at the same rates as men. For both intervals, nonparticipant women were significantly less likely than men to be promoted to either rank. Conclusions: The higher rates of promotion for women participating in national CDPs support the effectiveness of these programs in building capacity for academic medicine.

背景与目标： ：
背景：
由美国医学院协会赞助的三个国家职业发展计划（CDP）-早期和中级职业计划，以及由Drexel大学赞助的Hedwig van Ameringen学术医学行政领导力-寻求扩大教职员工和学术机构的性别多样性医疗中心。个人和机构的持续兴趣和投资体现了超过20年的成功和持续的需求。但是，它们对晋升学术排名的影响仍然未知。这项研究的目的是比较女性CDP参与者和其他具有类似制度环境和初始职业阶段的教师的晋升率。
方法：
该研究回顾了来自同一机构，相同学位，任职第一年的2,719名CDP参与者，12,865名非参与者女性和26,810名男性的回顾性队列。使用Kaplan-Meier生存曲线和对数秩检验，并通过逻辑回归对其他学术成就预测因子进行调整，比较了助理和副教授各自的队列中副教授和正式教授的晋升率。
结果：
在调整后的分析中，与男性和非参与女性相比，参与者在10年内被提升为副教授的可能性更大，与男性和非参与女性相比，被提升为正教授的可能性更大。在5年内，CDP参与者比非参与者女性更有可能被提升为副教授，并有可能被提升为正教授。在相同的时间间隔内，参与者以与男性相同的比率晋升到两个较高的级别。在这两个时间间隔中，未参与调查的女性晋升到任一级别的可能性均明显低于男性。
结论：
妇女参加国家CDP的晋升率更高，支持了这些方案在提高学术医学能力方面的有效性。