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Recently, the United Nations Secretary-General, António Guterres, presented a technical note on behavioral science (United Nations, 2021) and its application by different UN organizations, in order to achieve the 2030 Sustainable Development Goals. Other supranational organizations are also setting up their own «behavioral analysis and design units» or leading specific initiatives. So far, the structure of such behavioral analysis units has not been examined. The aim of our work is to find out, through an observational study of their websites, both the structure of the behavior analysis and design units of supranational organizations and their composition, as well as the main types of projects they carry out and the opportunities and implications created for psychology professionals. [ABSTRACT FROM AUTHOR]

Recently, the United Nations Secretary-General, António Guterres, presented a technical note on behavioral science (United Nations, 2021) and its application by different UN organizations, in order to achieve the 2030 Sustainable Development Goals. Other supranational organizations are also setting up their own «behavioral analysis and design units» or leading specific initiatives. So far, the structure of such behavioral analysis units has not been examined. The aim of our work is to find out, through an observational study of their websites, both the structure and composition of the behavior design and analysis units of supranational organizations, as well as the main types of projects they carry out and the opportunities and implications created for psychology professionals. [ABSTRACT FROM AUTHOR]

Purpose: Managers have mixed views of how artificial intelligence (AI) affects personnel management (PM). The purpose of this paper is to identify potential knowledge gap and bring new insights to the AI-personnel-management literature. Design/methodology/approach: Both applicability and theoretical perspectives are adopted to critically discuss the constraint and opportunity of AI in PM. Tables and narrative analysis are used to clarify the role of AI in managerial practices. Findings: Research findings have helped to develop a new model titled AI in Personnel Management (APM). The APM model unfolds itself in three levels, followed by potential outcome. The three levels comprise "organizational, managerial and individual job levels," and the outcome comprises "organizational performance, employees' well-being and staff turnover rate". Research limitations/implications: The APM model helps managers to understand the implication of AI in their workplace. With better understanding of AI's implication, managers are more likely to develop appropriate AI-driven managerial policies, which in turn benefit employees and their organizations. The APM model acts as a reference guide, helping managers to evaluate the AI's constraint and opportunity in their managerial practices. Originality/value: The APM model is valuable and informative to the academic researchers, as it has first responded to Malik et al. (2019)'s call (re: the absence of AI and management literature), and, more importantly, it has advanced the knowledge of AI–management relationship, supporting scholars to further understand the role of AI in PM. [ABSTRACT FROM AUTHOR]

Purpose: First, this paper aims to study the extent to which students in business administration degrees are aware of the characteristics of the business ecosystem. Second, the degree of knowledge of the benefits resulting from the interaction between the university-based business incubators and the universities are studied. Design/methodology/approach: To focus the discussion, a survey is conducted, asking students their preferences as future professionals, as well as their knowledge about specific sources of financing, namely, venture capital and crowdfunding and other networks useful to foster the creation of companies such as business incubators. Findings: Results reveal that the students under study mostly prefer to work as employees in a company. Additionally, these results suggest a poor knowledge from students regarding specific aspects related to entrepreneurship and, more specifically, business incubators. These empirical results underline the need to shift the focus of subject programmes towards a greater focus on entrepreneurship. Additionally, the results also draw attention to the need of fostering the relationship between business incubators and universities, so that students become aware of the support that these networks can provide to entrepreneurs in the early stages of business projects. Research limitations/implications: The data analysis for this study is built based on a survey of students attending specific finance courses at a Spanish public university. It is worth noting that in this study we have based on the supply side whereby future research might focus on the point of view given by the firm's recruitment of business administration students. In addition, to strengthen the conclusions drawn from this study, further research should increase the sample period and the outcomes achieved at other universities in different regions. Practical implications: In terms of policy implications, the empirical findings highlight the relevance of understanding the effectiveness of entrepreneurship programmes, given the budgetary expenditure involved in entrepreneurship education. Originality/value: The relevance of the issue has been highlighted through a literature review of the past 10 years. In terms of policy implications, the empirical findings highlight the relevance of understanding the effectiveness of entrepreneurship programmes, given the budgetary expenditure involved in entrepreneurship education. [ABSTRACT FROM AUTHOR]

Background and Objectives: The number of students in higher learning has increased due to the expansion of academic institutions. Many students are concerned about their study and future career. The purpose of this study was to identify students̕ perspectives and attitudes toward their public health education and future career opportunity. Materials and Methods: In a cross-sectional study, 62 students in public health were entered the study through census method. Students answered a questionnaire developed by Minnesota University including 17 questions on demographics and students̕ perspectives and attitudes. One-way ANOVA, t-test, and chi-square test were used for data analysis. Results: The mean and standard deviation of age of students was 21.39±1.26 years. A high proportion of participants were female students (87.1%). The findings revealed the average scores of students perceptions on their field of study and future career opportunity rated 53.19±8.81. While over half of students (56.5%) reported positive perception towards their public health educational and training experience, most of them indicated negative perception concerning career opportunity in the future (54.8%). Conclusion: According to the findings, around half of students had negative perspectives towards their field of study and future career. Assessing students̕ perspectives concerning their education and future career may help faculties and authorities to propose effective planning. [ABSTRACT FROM AUTHOR]

This paper discusses the relationship between internationalisation, mobility, quality and equality in the context of recent developments in research policy in the European Research Area (ERA). Although these developments are specifically concerned with the growth of research capacity at European level, the issues raised have much broader relevance to those concerned with research policy and highly skilled mobility. The paper draws on a wealth of recent research examining the relationship between mobility and career progression with particular reference to a recently completed empirical study of doctoral mobility in the social sciences (Ackers et al. Doctoral Mobility in the Social Sciences. Report to the NORFACE ERA-Network, 2007). The paper is structured as follows. The first section introduces recent policy developments including the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers and the European Commission’s Green Paper on the ERA. The discussion focuses on concerns around the definition of ‘mobility’ and the tendency (in both policy circles and academic research) to conflate different forms of mobility and to equate these with notions of excellence or quality. Scientific mobility is shaped as much by ‘push’ factors (limited opportunity) as it is by the ‘draw’ of excellence. Scientists are exercising a degree of ‘choice’ within a specific and individualised framework of constraints. The following sections consider some of the ‘professional’ and ‘personal’ factors shaping scientific mobility and the influence that these have on the relationship between mobility, internationalisation and excellence. The paper concludes that mobility is not an outcome in its own right and must not be treated as such (as an implicit indicator of internationalisation). To do so contributes to differential opportunity in scientific labour markets reducing both efficiency and equality. [ABSTRACT FROM AUTHOR]

Objective: To identify recruitment and retention issues for allied health professionals at two rural health services. Design: A qualitative study using semi-structured interviews was used to collect the data which were analysed using thematic analysis. Setting: A regional public health service and a community health service in central eastern Victoria, Australia. Participants: Eight final-year allied health students, 7 allied health or discipline managers, 18 current allied health staff and 10 former allied health staff participated in the interviews. Participants' professional backgrounds included: dentistry, dietetics, occupational therapy, physiotherapy, psychology, social work and speech pathology. Main outcome measures: Recruitment and retention themes identified from the interview transcripts. Results: Career opportunities and social and community connections were significant for both recruitment and retention of all the participant groups. Financial incentives were important for recruiting staff, while organisational management and policy were important for retaining staff. Health service resources were a specific issue for the recruitment of dentists, but were found to be a significant factor in the retention of all allied health staff. Conclusion: A number of strategies can be used by health care organisations in rural areas to recruit staff, including: career progression, mentoring and profession development, connecting people with social networks and providing financial remuneration. To maximise staff retention, it is important to ensure that there are career progression pathways within the organisation, and that organisational management and policy provides support and opportunities for staff. Staff also need to be included as part of a social network in the community. [ABSTRACT FROM AUTHOR]