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This research was carried out to determine the transition shock to the profession in nurses. This descriptive study was conducted with 221 nurses who started to work in university hospitals in eastern Turkey between March and April 2022. Data were collected using the Introductory Information Form, and the Nursing Transition Shock Scale (NTSS). The mean score of the (NTSS) in Nursing was found to be 2.65±0.75 (moderate). The multiple linear regression model demonstrated that there was a statistically significant relationship between choosing the nursing department willingly, having an internship, receiving in-service training at the start of the profession, being self-confident in applying the knowledge and skills required by the nursing profession, having the communication skills required by the nursing profession and experiencing stress in transition from student role to profession and NTSS mean scores, and showed that these variables explained 20.7% of the total variance. In the study, it was found that the transition shock scores of the nurses were moderate. The research provides a perspective to nursing educators and managers in terms of showing the transition shock experienced by nurses who have just started to work and the factors affecting it. [ABSTRACT FROM AUTHOR]

Contextualization has featured prominently in missiological research for decades, often alongside concepts such as syncretism and hybridity. Being typically conceived as attempts to transpose and communicate the gospel in words and ways that make sense to people in their local cultural settings, contextualization has been theorized extensively in missiological scholarship. Notwithstanding this longstanding scholarly interest, a dearth of research recognizes in‐service training as a valid expression of contextualization praxis. This article addresses this knowledge gap. Set in the contemporary church context in Thailand, the article explores questions, issues, and trends of current theological training practice, considering future opportunities for indigenous leadership formation. The analysis converges around the central proposition that in‐service training is an under‐recognized strategy for leadership development in Thailand and beyond. Conceptualizing opportunities for future research, the review charts pertinent perspectives and prospects for in‐service training. This article embodies a timely research agenda aimed at sidestepping undue reliance on Western‐dominated hermeneutics while at the same time advocating for indigenous theological training approaches in countries of the majority world. [ABSTRACT FROM AUTHOR]

Like many Middle East and North Africa countries, one of the main socio-economic challenges facing Oman is the creation of meaningful graduate employment opportunities. A combination of factors that include the gap between the expertise and skills acquired in higher education and workforce requirements means many students struggle to find suitable jobs upon graduation. Consequently, providing quality education and developing national talents are key objectives of the country's Vision 2040 development roadmap. Higher levels of cooperation between tertiary institutions and industry within the framework of government policy are necessary to achieve these outcomes. This study explores undergraduate engineering student perceptions of one example of this collaboration – the Eidaad internship programme. To better understand interns' perceptions of the programme's personal and professional benefit across targeted areas and means for further improvement, a three-part on-line questionnaire was administered to current and former programme participants. Results indicate overwhelmingly positive perceptions of the programme, including in terms of enhancing interns' teamwork skills, workplace participation, communication skills, clarity of career plans and objectives, and so on. Participant suggestions for improvement include the creation of concrete employment pathways and the provision of further on-the-job training opportunities. Implications for the Eidaad and similar internship programmes are discussed. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Textbooks & Educational Materials / Uluslararası Ders Kitapları ve Eğitim Materyalleri Dergisi (IJOTEM) is the property of Bilgicagi Egitim Danismanlik ve Yayincilik Sanayi Ticaret Limited Sirketi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The study addresses an important and topical issue of conflict in work teams. Reviewing the available literature and research in this area, no research was found on the impact of conflict on the work team in manufacturing enterprises. The article attempts to analyze and evaluate the impact of conflicts on the management of the work team in manufacturing enterprises in the Beskids Region. Conflict management is playing an increasingly important role in modern companies and is very important for the entire organization. Unfortunately, not all companies share this opinion. Traditional views, lack of knowledge or reluctance to change means that conflict is often a taboo subject. Companies waste time and money on hiding conflicts while focusing on achieving financial results, increasing production or introducing modern technology. Therefore, this study attempts to draw attention to the issue of conflict and to examine whether, with the development of theories, methods and tools of conflict management, the awareness of company employees in this regard in selected manufacturing companies in Beskids Region is increasing. The following research questions were defined: What types of conflicts are most common in a company? How are conflicts most often resolved in a company? Against this background, the main hypothesis was formulated, which was that responsible conflict management has a positive impact on the realization of potential projects in companies. Design/methodology/approach: The purpose of the study was to attempt to analyze and evaluate the significant impact of conflict on the work team and to characterize the main sources of conflict in manufacturing companies located in the Beskids Region. A diagnostic survey method was used for the study. A survey questionnaire was used as a tool. Findings: The collected empirical material confirm the established hypothesis, which was that responsible conflict management has positively influences the utilization of the potential of the employee team in the surveyed companies. Research limitations/implications: This research should be treated as pilot research. It is proposed to increase the number of surveyed manufacturing enterprises in the Beskids Region. Practical implications: It is proposed to introduce systematic training of employees on perception and conflict resolution in the manufacturing companies in Beskids Region. It is necessary to conduct continuous observation and control of the results of conflict management. It is suggested that the research be expanded to include interviews with executives in order to learn about their attitudes and approaches to conflict situations occurring in the surveyed companies. Originality/value: New in the paper is a characteristic the main sources of conflict in manufacturing companies located in the Beskids Region. [ABSTRACT FROM AUTHOR]

This study aims to experimentally confirm whether knowledge that has been challenging to transfer through traditional on-the-job training (OJT) can be effectively transferred by introducing a formalized OJT approach that describes the improvement process knowledge of skilled production systems consultants, facilitating imitation by unskilled consultants. We adopted the Digital Triplet (D3) concept, an extension of the authors' digital twin framework to intelligent activities, aligning with our study objectives. Recognizing the difficulty and inadequacy of knowledge transfer in production systems consulting OJT, we propose an OJT support method integrating a decision-making modeling approach for skilled consultants' processes based on the Generalized Production Systems Consulting Process Model (GCPM) from prior literature into traditional OJT methods involving self-learning and direct instruction. This method enables the construction of a domain-specific GCPM, formalizing the improvement process flow implemented by skilled consultants and linking it to production improvement expertise and tools. In a case study focused on energy-saving improvement, we constructed and tested a domain-specific GCPM's efficacy in facilitating the transfer of difficult-to-transfer knowledge. The results indicate that domain-specific GCPM facilitates such knowledge transfer, including specialized improvement, knowledge utilization, rationale, and adaptation to specific cases. [ABSTRACT FROM AUTHOR]

Classroom assessment, as a crucial element of the teaching journey, plays a significant part in enhancing student achievement, student learning, and teacher instruction. As such, teachers should possess a good grasp of assessment literacy. This study aimed to explore the EAP teachers' perceptions regarding the demand for in-service training in various areas of language assessment, in particular, examining how a language testing and assessment (LTA) teacher education course would impact the EAP instructors' Language Assessment Literacy (LAL). In this qualitative study, pursuing a descriptive narrative design, 60 EAP instructors were selected through purposive sampling from those who have been working in state universities in Tehran. From these participants, 30 EAP teachers were asked to write narratives regarding their needs for training on LAL, and the other 30 participants were involved in an online semi-structured interview to determine how such a course could promote or inhibit their perceptions and practices of LA and LAL. Using MAXQDA to do content and thematic analysis, the research findings revealed that EAP instructors highly perceived a need for further training especially a practice-based one. In particular, the instructors thought of teacher education courses as contributing to their theoretical and practical knowledge of LAL. Hence, teacher education courses with a specific focus on LAL are highly required, changing EAP teachers' perspectives on LTA, from being taught solely in theory to being taught practically in real classroom environments. [ABSTRACT FROM AUTHOR]

Sales training is a challenge for any domestic or multinational company, manufacturer or service provider, large or small, especially in today's rapidly changing global economy. Companies spend millions of dollars on employee training, and sales training is a significant portion of that budget. Previous research shows that training improves a seller's knowledge base and skill level, leading to better performance. This current study explored multiple dynamics of Sales training in revenue generation, especially in the sales of E-commerce platforms. The survey was conducted directly to participants at each online store using a structured questionnaire. A total of 238 valid cases were obtained from the 500 questionnaires distributed, and then the results were further analyzed by tech-based tools. The current study highlighted that the sales triaging of the online sales team in the E-commerce organization collectively enhanced the productivity, efficiency and organizational performance, including the sales team turnover, followed by some significant enhancement in the revenue of online sales. Hence it was identified that sales training possessed ultimate effects on online sales and discussed with shreds of evidence in this particular research study. [ABSTRACT FROM AUTHOR]

In the labor market, it is essential to establish which types of contracts provide the best stepping stone to a permanent job. A unique setting generated by Italy's 2012 apprenticeship reform presents us with an opportunity to study this issue. We compare workers treated by this reform to similar untreated individuals around 30 years of age, which is the upper limit for this training contract in Italy. Treated workers benefited from approximately a one percentage point increase in the probability of entering an open-ended contract. At 36 months from the treatment, their advantage of remaining in the same job was about five percentage points. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Comparative Education is the property of Chinese Taipei Comparative Education Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study conducts a systematic literature review to investigate the state of the art of Cleaner Production (CP) across various dimensions. First, we categorize and discuss CP practices within distinct domains, including Product Change, Change Input Materials, Technology Change, Reuse Material On‐site, and Improved Housekeeping. Subsequentially, we map and analyze the phases of CP implementation – including the planning, pre‐assessment, assessment, and implementation options – underscoring the pivotal role of senior management commitment, multidisciplinary teams, and employee training. Lastly, we delve into multiple facets of CP evaluation, covering corporate governance, measurement of CP practices, benefits of CP implementation, evaluation of CP projects, and the instruments employed. We also pinpoint contradictions and research gaps in the field and propose diverse avenues for future research. This research makes significant contributions by synthesizing, integrating and discussing existing CP categories, highlighting trends and gaps in the literature, and offering practical insights to industry practitioners, policymakers, and organizations. [ABSTRACT FROM AUTHOR]

The article examines how Artificial Intelligence (AI) and Generative AI (Generative AI) are reshaping businesses, employee roles, and workplace dynamics. Topics discussed include AI's impact on various industries, the integration of AI into Information Technology (IT) products and services, and the evolving skill requirements for employees.

Purpose: Training has been an important tool for enhancing the skills and productivity of employees. Having productive employees helps organizations sustain themselves. Today, the authors organisations have an increasing number of employees on third-party payroll performing core as well as noncore business functions. However, due to the lack of ownership and moral obligation of employers, these employees are often not provided training, resulting in skills obsolesce and less productivity. The present study is a systematic literature review (SLR) on client organizations' roles in training third-party employees (TPEs) and its related outcomes. Design/methodology/approach: The present study is a SLR on client organizations' roles in training TPEs and their related outcomes. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) approach, this study presents a review of 217 research papers on training of TPEs and its related outcomes. Findings: The study identifies the outcomes of providing training to TPEs and presents the findings and suggestions made by researchers. The study concludes that TPEs are an important investment for the client organization. Training them would benefit the client organization, TPEs and the economy as a whole. The paper also suggests some avenues for future research. Research limitations/implications: This paper tries to answer an important question: What could drive productive behavior among TPEs? Based on the literature reviewed, the answer is that TPEs could be offered training opportunities with a view to enhancing their employability. This could induce, among them, a sense of being valued and supported while contributing to organizational performance and creating a feeling of reciprocal obligation. This is an important contribution to literature. Low investment in these employees affects their employability, i.e. be it in the same organization for another term or another organization and thus the need for training and development, for sustained productivity among TPEs, in organizations. Practical implications: Training and development, for them, would result in enhanced employability within as well as outside the organization. These employees could also be a good source for regular positions within the organization, if required, benefiting both the organization and the employee. Additionally, the economy would also benefit from a pool of skilled workforce. Therefore, it is suggested that governments initiate some policy framework regarding mandatory training of TPEs to increase their competencies, resulting in increased organizational productivity, especially for TPEs at lower and middle levels of management. Originality/value: The paper is an original contribution by the researcher. An attempt has been made to highlight the training needs of TPEs and their related outcomes. [ABSTRACT FROM AUTHOR]

Copyright of Revista Linhas is the property of Universidade do Estado de Santa Catarina and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article explores the topic of regional differences in productivity and managerial talent within the Social Security Agency (SSA) in Italy. It highlights that while there is a significant North-South divide in private sector productivity, the differences in public sector productivity are not as pronounced. The study reveals that most of the variation in office productivity occurs within regions rather than across them, and differences in managers' characteristics only play a small role in explaining this variation. The article also notes that these findings may not be applicable to decentralized organizations like hospitals or schools. [Extracted from the article]

The article explores the role of managerial technology in shaping US production during World War II (WWII) and its impact on firm productivity. It argues that the adoption of innovative management practices during the war not only contributed to the US victory but also laid the foundation for the "American Way" of business, which was later spread to other countries. The article discusses the challenges in measuring managerial technology and highlights the Training Within the Industry (TWI) Program, which improved firm outcomes by instructing managers instead of training workers. The Engineering, Science, and Management War Training (ESMWT) program, launched by the US government during WWII, provided free education to engineers, scientists, and managers and had a significant impact on both enrolled managers and their firms. The program's influence extended beyond the war, contributing to the development of the Lean Manufacturing System. Further research is needed to explore the connections between WWII managerial innovation, scientific and technological advancements, and the relationship between firm managerial and scientific capital. [Extracted from the article]

This qualitative phenomenological inquiry aimed to explore the intricacies of conflict within the educational landscape, specifically focusing on its manifestation within the realm of private schools. The resultant dataset covered the perspectives of 37 teachers and four administrators through semi-structured interviews. This investigation leveraged the transformative power of in-depth interviews, engaging both co-teachers and school administrators, to unveil the layers of complexity hidden beneath the surface. The data analysis followed a series of thematic coding stages. The multifaceted findings uncovered a paradoxical landscape within the practice of co-teaching. While the practice itself was recognized as invaluable, a tapestry of conflicting issues emerged that warrant careful consideration. The salient points of discord that surfaced encompassed themes such avoidance of responsibility, inability to adapt to practice, not knowing the system, the partners paying more attention to their branch, intense program, lack of communication and different educational philosophies. Finally, a notable difference in perception arose: teachers often credited conflict resolution to the effectiveness of their administrators, whereas administrators leaned towards the idea that it depended on the competence of their fellow teachers. While teachers pushed for more in-service training and workshops, administrators argued that they already offer sufficient training opportunities. These results underscore the intricate dynamics within the education system. To facilitate successful co-teaching, both teachers and administrators must grasp this approach thoroughly. [ABSTRACT FROM AUTHOR]

In technology-infused frontline service encounters, human-based service represents a high degree of uncertainty. However, understanding how technology can meet customer demands without undermining the importance of human interaction is crucial for retailers to remain competitive. However, empirical evidence comparing different types of service encounters (technology-facilitated vs. technology-assisted vs. technology-free) is lacking. Building on existing approaches to technology-enabled services, this study aims to extend the understanding of the optimal type of technology infusion and human interaction in the context of customer trust and willingness to pay. Drawing on social interaction theory, emphasizing that technology can influence the nature and quality of interactions between customers and frontline employees, this paper empirically examines different types of service encounters. A quasi-experimental online study (N = 944) was conducted.General results show that technology infusion within the service encounter has a negative impact on customers' trust in the frontline employee, but a positive impact on customers' willingness to pay. Furthermore, a mediating influence of customers' perceptions of the competence of frontline employees can be demonstrated. The results show that customers place more value on a technology-facilitated encounter than on a technology-assisted service. Based on the findings, this paper derives implications for retail managers at various levels. Since the customer's perception of the competence of front-line employees in using a technology is of high relevance to the customer, the retailer should pay more attention to training employees in the use of these technologies in their interactions with customers because of the perception of service competence and other relationship-building criteria such as trust. In addition, the competent use of these technologies and the customer's perception of them can also affect the customer's willingness to pay and thus the success of the business. [ABSTRACT FROM AUTHOR]

This research sought to evaluate the impact of leadership on the organizational results of a software company in Nova Serrana - MG. A descriptive, qualitative and quantitative study was carried out with managers and employees, using an interview guide and an evaluative questionnaire. The results highlighted the importance of training for leadership and employee proactivity, as pointed out by the Systems Development Manager and the Technical Support Manager. There were unfavorable perceptions of employees in specific sectors. In the categories of profile, relationship and results, there was a harmony between managers and subordinates, with an emphasis on the relationship assuming a more contingency leadership approach. It was identified that the leadership profile directly impacts organizational results. For future research, it is suggested to validate the model with a larger sample and carry out more statistical studies, exploring leadership in other technology companies in the region. The proposal can also be replicated in software companies with different characteristics for qualitative and quantitative comparisons. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the mediating role of organizational justice perceptions in the relationship between paternalistic leadership behaviors and job performance of healthcare professionals working in a training and research hospital. For the purpose of the study, organizational justice (mediating variable), job performance (dependent variable) and paternalistic leadership (independent variable) scales in the literature were used. The study was conducted by reaching 352 people out of 1387 employees working in a training and research hospital. SPSS 24, AMOS 22 and process macro plug-in were used to analyze the data obtained. In addition, correlation analysis was applied to determine the relationships between variables and process macro model 4 was applied to determine the mediating role. According to the results of the study, a statistically significant and highly positive relationship was found between health care workers' perceptions of organizational justice and their job performance, between their perceptions of organizational justice and paternalistic leadership, and finally between their job performance and their perceptions of paternalistic leadership. In addition, it was found that organizational justice perception has a partial mediating role in the effect of employees' paternalistic leadership behaviors on their job performance. As a result, it was determined that organizational justice has a mediating role in the indirect effect of paternalistic leadership on job performance and the related variables were discussed within the framework of the literature. [ABSTRACT FROM AUTHOR]

This paper explores the digital preservation readiness of legal deposit materials at the Msunduzi Municipal Library in KwaZulu-Natal. It looks at the readiness to undertake the digital preservation programme, whether Msunduzi Municipal Library meets the requirements for the digital preservation programme to undertake it, and whether the staff members have skills and competencies for digital preservation. It also checked if they had enough storage capacity for a digital preservation programme. A qualitative research method and a case study research design were adopted. The semi-structured in-depth interviews were conducted to obtain in-depth data from each participant and analysed using a thematic analysis. The targeted population comprised 15 digitisation section employees from the Msunduzi Municipal Library. The researcher selected a population of the study that was related to the purpose of the research by utilising and applying purposive sampling techniques. All participants responded with a response rate of 100%. The findings revealed that the Msunduzi Municipal Library seemed ready to undertake the digital preservation programme. The library was found facing challenges such as a lack of a storage server to store and back up digitally preserved materials, a lack of funds, a lack of in-service training for its staff, faulty and or non-functioning digitisation machines, a lack of adequate maintenance of equipment, and a lack of enough equipment in preparation for digital preservation programme. It was discovered that the Msunduzi Municipal Library met the requirements for the digital preservation programme to undertake it, such as organisational infrastructure requirement, technological infrastructure requirement and resource requirement. Still, a few staff members did not think it met the requirements for the digital preservation program simply because they lacked a storage server. This paper recommends that Msunduzi Municipal Library and other institutions preparing for digital preservation programmes hire staff with relevant skills and competencies and engage in in-service training of their staff, especially those lacking these skills and competencies. [ABSTRACT FROM AUTHOR]

The study aimed to identify the nature of excellence management and the extent of its application in Arab and Islamic universities. It also aimed to present a proposed vision for Albaydha University to implement excellence management. The qualitative approach was adopted in its analytical style to analyze a number of literature, research and models. The study concluded by preparing the proposed vision, which is represented in a group of procedures include (leadership, working individuals, strategy and policy, partnership and resources, operations, employee results, The targeted people satisfaction, community service, performance indicator results). The researchers also reached the requirements for applying the proposed vision, the most important of which are: 1. Supporting the senior leadership to implement the excellence model, and shareing it. 2. Reshaping the university's organizational culture according to the vision of the European model of excellence management. 3. Continuous education and training for all employees, including senior leadership at the university. 4. Continuous quality improvement. 5. Establishing an accurate information system for quality management for excellence. Albaydha Journal [ABSTRACT FROM AUTHOR]

Purpose: Performance problems in the public sector (PS) necessitate adaptation due to the sector's uniqueness. Purposeful leadership (PL) may resolve PS adaptive performance (AP) problems. However, there is a paucity of research on the influence of PL on AP. Using data from three large PS organisations in Ghana, this research explores the relationship between PL and AP through job satisfaction (JS) and organisational identification (OI). It also explores the moderating effect of organisational integrity (IN) on the PL–JS and PL–OI relationships. Design/methodology/approach: This paper created and tested a research model using the responses of 875 public servants in Smart PLS 4. Contract fulfilment and perceived organisational support functioned as control factors influencing JS (an intervener). Perceived procedural justice and psychological need satisfaction serve as control factors for OI (another intervener). Age, sex, tenure, education and job position were used as control variables in AP. To assess the role of moderation, we utilised the product indicator approach, and to estimate the role of mediation, we used variance accounted for (VAF). A significance level of 5% was established. Findings: As anticipated, this study found that PL and AP had a significantly positive connection (t = 2.229, p = 0.000, β = 0.138). Both JS (VAF = 27.37%) and OI (VAF = 39.21%) partially mediated this connection. IN positively moderated the PL–JS (t = 4.249, p = 0.000, β = 0.165) and PL–OI (t = 3.704, p = 0.002, β = 0.099) connections. Research limitations/implications: This paper provides a theoretical and empirical understanding of the PL–AP relationship, how this relationship is facilitated and how the PL–JS and PL–OI relationships are strengthened. It provides a roadmap for upcoming scholars to test the hypotheses in diverse PS contexts globally to broaden the field of leadership. It will be insightful to show how JS and OI jointly mediate this relationship and the potential mediating role of job embeddedness in further studies. Practical implications: Human resource (HR) practices in PS organisations, such as selecting, leadership enhancement initiatives, promotions, training and performance evaluations, must be guided by a "values-driven strategy" if leadership is to find, cultivate and keep employees capable of devising innovative strategies to manage unforeseen circumstances at work. The leaders are required to demonstrate the values of their organisations in order to set up a role model. Social implications: This study highlights the obstacles that purposeful leaders have the potential to mitigate, as well as the prospects that they might offer. It shows the essence for PS organisations to uphold and maintain high integrity standards as their hallmark. Originality/value: This paper is the first to create and test a research model that shows the relationship between PL and AP. It also shows the different mechanisms (JS and OI) that make this effect possible, as well as the good work environment (i.e. IN) that allows the PL–JS and PL–OI relationships to grow. [ABSTRACT FROM AUTHOR]

Generally, hospitality industry experiences incessant wave of high turnover than all other industries. Due to alarming levels of competition in staff training and growth opportunities in different industries, organizations in hospitality sector face challenges in retaining their employees. Employees quit hospitality organizations in pursuit of world-class training and the opportunity for professional development offered in competing organizations, both within and outside the hospitality industry. However, prior research has largely ignored the role of staff training on employee retention in hospitality organizations. There is growing debate about the relationship between staff training and employee retention. Hence, behooves the researcher to accentuate the impact of staff training on employee retention with specific attention given to five subsidiaries of the leading hospitality organization in Zimbabwe. For this study, the data was collected from a sample size of 120 employees. The sample was selected using systematic sampling technique under the ambit of probability sampling method. The data was analyzed using the descriptive and inferential statistics. The results unearthed that staff training has a significant impact on employee retention. The study produced compelling evidence that staff training was insufficient and was not coping with constant changes in the surrounding. In addition, strong evidence in this study indicated that coaching and mentoring were the most preferred types of training. Therefore, the top management should increase the amount of investment on staff training to retain employees. The managers should ensure that all the equipment and tools used for staff training are aligned with prevailing technology to wane turnover rates. Considering huge turnover rates in hospitality industry, comprehending the influence of staff training on employee retention is boon to improve the management policies within the organization. By shedding light on the influence of staff training on employee retention, this study lends preeminent credence to previous claims regarding the importance of the staff training at the workplace. [ABSTRACT FROM AUTHOR]

Employee training is an obvious need for business and industry. Although training has long been studied by behavioral scientists, important considerations have sometimes been neglected from the perspective of instructional design if one wants training to be both efficient and effective. The most critical outcome for the design of any training system is to efficiently ensure that the graduates from a training sequence can perform to the standards of behavior expected of an expert while facing conditions that an expert would likely encounter. As such, behavior-based instructional design places a strong focus on establishing various behavioral relations and the conditions necessary to assess trainee repertoires, which will be examined in detail. Furthermore, special consideration is necessary for design considerations with multimedia instruction, particularly within the context of computer-based training. Specializations and skills necessary for the success of a behavioral scientist working in instructional design will also be considered. [ABSTRACT FROM AUTHOR]

The present study is aimed to investigate in-service bilingual teachers' perceptions of training needs in the competences and knowledge required to implement bilingual curricula in Taiwan. To this end, this study used mixed methods consisting of questionnaires and individual interviews to collect data from the intended cohort, that is, in-service teachers involved in bilingual curricula at elementary and junior high schools in Taiwan. In this study, data collection comprised questionnaire data from 76 respondents and transcripts of 15 interviews. Descriptive statistics and Grounded Theory method were employed to analyze the research data. The study revealed the differences in training needs of Taiwanese in-service bilingual teachers with regard to the school levels, teacher types, language proficiency levels, and bilingual teaching experiences. From the findings, several suggestions are made for professional development for in-service bilingual teachers in Taiwan. It is suggested that Taiwan's Ministry of Education consider the factors of teacher types and school levels when developing in-service training courses. Additionally, training on the English language needs to be re-evaluated in the professional development courses for bilingual teachers in Taiwan, in particular for English language teachers. Through this study, the author wishes to shed light on training needs of bilingual teachers in Taiwan, and accordingly, to propose suggestions on bilingual teacher training. [ABSTRACT FROM AUTHOR]

This research explores the employability of Technical and Vocational Education and Training (TVET) college graduates in the Fourth Industrial Revolution (4IR) era in South Africa. It examines the role of TVET lecturers in providing skills that are relevant to the contemporary period. The study uses qualitative research inspired by the interpretivist approach, and a purposive sampling strategy to get the perspectives of TVET lecturers and employers. It was observed that TVET lecturers play a minimal role in the development of the curriculum due to a rigid top-down approach from the Ministry of Higher Education. Companies are forming partnerships with TVET colleges by offering places for in-service training, practicals and internships. The study reveals that South African businesses have adopted 4IR-related technologies, requiring a skilled TVET force that is ready for these transformations. The findings highlight the need for regular curriculum transformation and the importance of TVET education in producing artisans, technologists and technicians that are vital for the South African economy on an ongoing basis. [ABSTRACT FROM AUTHOR]

Just like in many countries around the world, there is a multicultural society in Northern Cyprus. As migrations to the island continue to increase, the phenomenon of multiculturalism has begun to be discussed in the education system. This research was conducted with the aim of determining the attitudes and views of primary school teachers in Northern Cyprus towards multicultural education. Mixed methods strategy was used in this research. In the research, the concurrent triangulation strategy from mixed methods strategies was used. Data collection tools the Teacher Multicultural Education Attitude Scale and developed interview form were used. In the quantitative part of the research, the Teacher Multiculturalism Attitude Scale was applied to 111 randomly selected teachers. According to the survey results, no significant difference was detected depending on the variables of gender, nationality, professional seniority, branch, graduation degree and graduated school. However, significant differences were identified in the multiculturalism scores age and based on the region where the teachers were employed. In the qualitative part of the research, interviews were conducted with 12 participant teachers. According to the qualitative findings, teachers perceived multiculturalism as diversity in terms of nationality, ethnic background, language, and religion. Further, teachers indicated that education in Northern Cyprus does not cater to a multicultural structure, leading to various problems experienced by students and parents, primarily related to communication. The teachers attributed this situation to the unpreparedness of the Ministry of Education (MEB) and the reluctance to change education policies due to an exclusive society. Subsequently, teachers expressed that they did not consider themselves competent in multicultural education and expressed a willingness to participate in in-service training programs if provided. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The subject of this article is training and its impact on the motivation of public administration employees in tax offices. Design/methodology/approach: both secondary and primary research were conducted. Secondary research includes literature on the subjects of motivation, motivating, human resources management and employee training. However, the primary study includes a survey conducted in tax offices; in this case, the method was a survey, the technique was an online survey, and the research tool was a survey questionnaire. Findings: respondents almost unanimously answered that they mainly participate in training because the acquired knowledge will allow them to improve the performance of their duties. Training also motivates them to continue their professional development. The answer regarding job change is noteworthy: respondents do not connect the knowledge acquired during training with the possibility of changing jobs. The research shows that the most important form of motivation is material motivation. Next are the atmosphere and satisfaction with the duties performed. Originality/value: indicating how important it is to align employees' personal goals with the goals of the organization. In such a case, the system should take into account the individual needs of employees, but employees should also recognize the opportunities for their own development and the benefits that may accrue to the institution. In this way, professional goals can also become personal goals. The author drew attention to an important issue - respondents are aware of their needs, and employers should notice and meet their expectations. This will undoubtedly improve the functioning of many offices. In the era of artificial intelligence, employees' soft skills should be particularly valued because interpersonal skills, flexibility, the ability to cooperate, and creativity are becoming the key factors that distinguish people in the context of technological progress. [ABSTRACT FROM AUTHOR]

Copyright of Zeitschrift für Konfliktmanagement is the property of De Gruyter and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper examines the results of a global Korn Ferry survey that assessed pay transparency-related market practices. Despite increased attention and pressure from internal and external stakeholders, organizations are still in the early stages of implementing pay transparency strategies. Organizations plan to overhaul their reward communication strategies, with manager training and employee education as the primary focus areas. Managers play a critical role as the first line of communication with employees on their team, and organizations recognize that a significant upskilling effort will be needed to enable them to communicate effectively about pay decisions and avoid unintended consequences. The authors provide considerations for organizations moving toward more transparent pay practices, including clarifying a pay transparency strategy, assessing their current practices, improving compensation programs, aligning their leaders and developing effective rewards communications strategies. [ABSTRACT FROM AUTHOR]

We investigate whether vocationally and generally educated individuals differ in their on-the-job learning and how this difference evolves over the career. To this end, we exploit the European Skills and Jobs Survey dataset and rely on instrumental variable estimation. While our descriptive results suggest that workers with a vocational degree experience on average more learning, this conclusion largely changes once endogeneity is taken into account. First, we find that, immediately after graduation, workers with a vocational education are less likely to further improve their skills in their jobs. Second, while this gap in on-the-job learning gradually fades over time, it takes almost a full career to catch up in terms of further on-the-job learning with those with a general degree. Finally, the effects are driven by individuals residing in dual system countries and those with a programme involving workplace learning. We argue that these results are likely explained by a combination of compensating (because vocationally educated obtained their specific skills already during education) and complementary (because general skills lay down a foundation for further learning) effects. [ABSTRACT FROM AUTHOR]

Purpose: The purposes of this paper are (1) to identify and rank the various enablers for an integrated sustainable-green-lean-six sigma-agile manufacturing system (ISGLSAMS), and (2) to study their correlations and their impact on organizational performance. Design/methodology/approach: Three tiers methodology is used to analyze the enablers for the successful adoption of ISGLSAMS. First, a total of 32 ISGLSAMS enablers are identified through a comprehensive literature review. Then, data are collected with a structured questionnaire from 108 Indian manufacturing industries. Then, an analytic approach is used to analyze (1) the relevance and significance of enablers and (2) their correlations (1) with each other, and (2) with the organizational performance outcomes, to strengthen the understanding of ISGLSAMS. Findings: The findings suggest that top management commitment, sustainable reconfigurable manufacturing system, organization resources for 6 Rs, customers' and stakeholders' involvement, corporate social responsibility (CSR), customers and stakeholders-focused strategic alliances, dynamic manufacturing strategies, use of information and communication technology, concurrent engineering, standardized tasks for continuous improvement, virtual network of supply chain partners, real-time monitoring and control, training and education, employees' involvement and empowerment enablers are the higher level enablers for the adoption of ISGLSAMS. Findings also suggest that there is a scope for research in the incorporation of lot size reduction, Keiretsu-Kraljic supply chain relationship strategy, external collaborations with the stakeholders other than supply chain members, matrix flatter organization structure, employees' career development, justified employees' wages, government support for research fund and subsidies and vendor-managed inventory practices for ISGLSAMS. Top management commitment, sustainable reconfigurable manufacturing system, organization resources for 6 Rs, corporate social responsibility (CSR), dynamic manufacturing strategies, use of information and communication technology, concurrent engineering, virtual network of supply chain partners, real-time monitoring and control, training and education, employees' involvement and empowerment have a significant effect on (1) sustainable product design, (2) sustainable production system, (3) improvement in the sale, (4) improvement in market responsiveness, (5) improvement in the competitive position and (6) improvement in the global market image. Practical implications: Through this study of ISGLSAMS enablers and their interdependence, and their impact on ISGLSAMS performance outcomes government, organizations, stakeholders, policymakers and supply chain partners may plan the policy, roadmap and strategies for the successful adoption of (1) ISGLSAMS in the organizational value chain, and (2) Industrial ecology and industrial symbiosis in India. The study also contributes to the industrial managers, and value chain partners a better understanding of ISGLSAMS. Originality/value: This study is the first attempt to understand (1) the ISGLSAMS enablers and their correlations, and (2) the effect of ISGLSAMS enablers on ISGLSAMS performance outcomes to get the competitive and sustainability advantage. The study contributes to the practitioners, policymakers, organizations, government, researchers and academicians a better understanding of ISGLSAMS enablers and its performance outcomes. [ABSTRACT FROM AUTHOR]

The aim of this study is to examine the research studies conducted in the field of in-service training for primary school teacher carried out in Türkiye between the years 2008-2022 with the method of content analysis. This study was conducted with a total of 52 studies (34 articles, 2 doctoral theses and 16 master's theses) on in-service training activities of primary school teachers. The distribution of these accessed studies according to years, number and target audience, research method techniques, data collection tools, thesis and article type, universities and journals were analyzed. According to the results obtained in this study, it was concluded that the survey model was mostly preferred in the researches, the qualitative researches were in excess, and the questionnaire was mostly used as the data collection method. In addition, researchers mostly preferred to study at the article level. Based on the results obtained, suggestions were presented to the researchers within the scope of the relevant literature. [ABSTRACT FROM AUTHOR]

The article explores the importance of cybersecurity in Industry 4.0, specifically focusing on safeguarding industrial automation systems from cyberattacks. It discusses essential security measures, network monitoring, and employee training, emphasizing the significance of risk management for ensuring industry stability. Adherence to industrial security standards, such as ISA/IEC 62443, is crucial (ISA—International Society of Automation, IEC—International Electrotechnical Commission). The article outlines cyberthreat challenges and their impact on various sectors, including healthcare and finance, as well as the risks faced by large industrial enterprises. Additionally, it elucidates evolving cybersecurity strategies and principles, underscoring the necessity for continuous, multi-layered protection. Collaboration with operators, strict information security policies, and robust incident response plans are emphasized. The importance of risk monitoring and adaptability to ever-changing threat landscapes is highlighted, emphasizing the collaborative and flexible nature of cybersecurity in the face of escalating digital threats. [ABSTRACT FROM AUTHOR]

Purpose: Because employees' positive attitudes and behaviors are important to ensure organizational performance, organizations attempt to carry out human resource practices to shape these attitudes and behaviors. This paper aims to examine this issue by focusing on the effects of training and development (TD) on employee engagement (EE), satisfaction (ES) and retention (ER). Design/methodology/approach: For empirical analysis, the authors use structural equation modeling and data collected from employees in a developing economy. Findings: TD is positively and directly associated with EE, ES and ER. In addition, EE is found to mediate the indirect effects of TD on ES and ER. Practical implications: The findings suggest some practical implications for TD activities to enhance employees' positive attitudes and behaviors. Originality/value: To the best of the authors' knowledge, this research is among the early attempts to examine the direct and indirect effects of TD on EE, ES and ER in a developing economy. The findings add to the growing literature suggesting that TD can contribute to the improvement of employees' positive attitudes and behaviors. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore human–machine interactions in the process of adopting artificial intelligence (AI) based on the principles of Taylorism and digital Taylorism to validate these principles in postmodern management. Design/methodology/approach: The topic has been investigated by means of a case study based on the current experience of Carrozzeria Basile, a body shop born in Turin in 1970. Findings: The Carrozzeria Basile's approach is rooted in scientific management concepts, and its digital evolution is aimed at centring humans, investigating human–machine interactions and how to take advantage of both of these. Research limitations/implications: The research contributes to both Taylorism management and the literature on human–machine interactions. A unique case study represents a first step in comprehending the phenomenon but could also represent a limit for the study. Practical implications: Practical implications refer to the scientific path to facilitate the implementation and adoption of emerging technologies in the organisational process, including employee engagement and continuous employee training. Originality/value: The research focuses on human–machine interactions in the process of adopting AI in the automation process. Its novelty also relies on the comprehension of the needed path to facilitate these interactions and stimulate a collaborative and positive approach. The study fills the literature gap investigating the interactions between humans and machines beginning with their historical roots, from Taylorism to digital Taylorism, in relation to an empirical scenario. [ABSTRACT FROM AUTHOR]

This paper presents results of a systematic research synthesis of 23 studies on female leadership in Eswatini. The review aimed to present conclusions drawn from synthesising findings from studies on women's participation in leadership in Eswatini. Systematic methods were used in the review to identify the 23 research studies focusing on female leadership across sectors in Eswatini. Since the reviewed studies were qualitative, research synthesis methods were used, and three main themes were identified across the excavated studies. The three main themes are: (1) gender inequality, (2) challenges for women leadership, and (3) women empowerment. Sub‐themes relating to the main themes also emerged. Challenges highlighted were categorised into two: those inhibiting access to leadership for women, and those affecting women who are already in leadership. Forms of women empowerment discussed in the studies are: in‐service training, networking and mentoring. The analysis contributed to knowledge on female leadership in Eswatini by highlighting contributions and limitations of these studies, and further provides a base for future conceptual analysis.Context and implicationsRationale for the studyThe main purpose for undertaking the synthesis of literature on women leadership in Eswatini was to add a voice in the leadership discourse using Eswatini's context.Why the new findings matterThe review on women leadership in Eswatini contributes to the knowledge on African women leadership, and further act as a signpost for future research.Implications for practionersThe synthesis revealed the dearth of literature on female leadership in Eswatini, thus highlighting the need for scholars and feminist researchers to prioritise documenting the voices of women leaders that remains undocumented, so that upcoming young leaders can learn from the great works done by those who have walked uncharted paths before them. [ABSTRACT FROM AUTHOR]

Copyright of Revista Española de Orientación y Psicopedagogía (REOP) is the property of Revista Espanola de Orientacion y Psicopedagogia (REOP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study aims to explore the intricate relationship between Protection Motivation Theory (PMT) and employee performance within the dynamic context of the public sector in Pakistan. The primary concern is to present an insight that can help public sector policymakers design an effective reward system, including an incentive mechanism, which will thereby positively motivate public sector employees for better outcomes. A quantitative research design consisting of 412 employees from various departments of the Punjab government across diverse functions was selected through stratified random sampling. A structured questionnaire was distributed to all available employees on the Lickert scale. After continuous follow-up, 265 respondents responded to share their opinion. The collected data was analyzed through Statistical Package for Social Sciences version 21 (SPSS) to find the co-relation among the variables of the study. The findings of the study showed a pivotal role of human resource management elements, including training, evaluation, promotion, and employee behavior (EB), in shaping their performance in the context of the protection motivation approach. The results indicated a significant impact between Protection Motivation Theory (PMT) and employee performance in the presence of hiring, training, evaluation, and promotion. By elucidating the tangled interplay between PMT and key human resource practices, this study contributes valuable insights in the field of public policy. [ABSTRACT FROM AUTHOR]

Copyright of Scientific Journal of the Military University of Land Forces is the property of Gen. Tadeusz Kosciuszko Military Academy of Land Forces and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

An organization's human resource management practices are essential for its competitive advantage. This study specifically examined human resource (HR) practices that predict corporate performance (employee turnover and firm sales) based on a backpropagation neural network (BPN)-based causality analysis. This study aims to test how to optimize human resource practices to improve organizational performance. This study elucidated the effect of HR practices and organizational-level factors on predicting employee turnover and firm sales. The BPN-based causality analysis revealed the relative importance of explanatory variables on firm performance. To test the model, it employed the Human Capital Corporate Panel open data on Korean companies' HR practices and other characteristics. The analysis identifies causal relationships between specific HR practices and firm performance. The results show that compensation-related HR practices are most influential in predicting firm sales and employee turnover. Moreover, training-related HR practices were modest, and talent acquisition and performance management practices had relatively weak effects on the two outcomes. The study provides insights into how human resource practices can be optimized to improve firm performance and enhance organizational effectiveness. The findings of this study contribute to the growing body of research on the use of machine learning in HR management and suggest practical implications for managers' insights to optimize HR practices. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to investigate the relationship between employee training and bank risk to verify whether and to what extent an increase in employee training, as a soft component of total quality management (TQM), affects bank risk. Design/methodology/approach: The research adopts a panel regression, based on a unique dataset of a sample of Italian banks over the period 2011–2018, to test whether employee training affects bank risk, measured alternatively in terms of Z-score, a proxy of bank stability and non-performing loans (NPLs)/gross loans ratio as a proxy of credit risk. Findings: Research findings reveal that increasing employee training leads to growing bank stability. In contrast, credit risk is not affected by employee training. However, by investigating training heterogeneity, this study found that the increase in the number of managerial training hours, as a proxy for soft skills training, negatively impacts credit risk. Therefore, an increase in soft skills leads to a reduction in bank credit risk. Research limitations/implications: This study provides empirical evidence in support of the relationship between employee training and bank risk, which seems novel in the literature. From a managerial point of view, this study highlights the need for banks to pay attention to the skills, particularly soft skills, that banks' employees must possess to effectively manage bank risk and, more specifically, the core bank risk. Originality/value: Empirical evidence on the relationship between employee training, soft/hard skills and bank risk appears limited if not absent. Therefore, the findings provide insights for a more nuanced interpretation of variables that affect bank risk. [ABSTRACT FROM AUTHOR]

The article discusses the increasing demand for public corporations to address environmental and social issues, particularly in the context of ESG investing. It explores the challenges faced by public companies in balancing sustainability efforts with profitability to attract investor capital. The text delves into the concept of sustainable financial management and enlightened value maximization, emphasizing the importance of considering various stakeholders in corporate decision-making. Additionally, it examines the promise and pitfalls of ESG investing, highlighting the need for collaboration between businesses and governments to address pressing social and environmental challenges. [Extracted from the article]

The article examines the interplay between shop‐floor employees' educational levels, and firms' training strategies (expressed by the breadth of the training, the extent of the advanced IT training, and skills development in collaboration with local or national technical schools), leading to multinational companies' educational (mis)match in the context of the new model of manufacturing, known as 'Industry 4.0.' Following a survey of 26 senior managers from different companies operating in four advanced manufacturing industries (biotech, engineering, fashion and new materials) in five European countries (Germany, Italy, Spain, Sweden and the UK), a fuzzy‐set qualitative comparative analysis (fs/QCA) is applied. The results suggest several equifinal paths to corporate educational (mis)match. The findings reveal the need for a more hybridised coexistence between tertiary education and training activities, which can emerge from the cooperation of local actors (education/training institutions and businesses together). Tertiary education, training programmes focused on advanced IT skills, and collaborating with local knowledge providers can reinforce the effect; indeed, their presence (singly or in combination) intensifying the achievement of high levels of educational match. In the absence of these conditions (singly or in combination), a broad training programme can act as a counterbalance and vice versa. Policymakers should put in place tools to enable more inclusive access to collaborations between local businesses and knowledge providers, promoting an upgrade of educational programmes to develop shop‐floor workers who are more digitally aware, and better prepared to successfully undertake non‐routine cognitive tasks. This would foster the self‐sustainability and flourishing of advanced manufacturing in high‐income countries. [ABSTRACT FROM AUTHOR]

Training food handlers is essential to ensure food safety. However, the efficacy of training programs relying solely on theoretical information remains uncertain and often fails to induce significant changes in inadequate food practices. Training programs in good hygiene and food safety practices that integrate theoretical and practical approaches have emerged as a vital tool, enabling food handlers to apply their knowledge during work hours and clarify doubts. This study aimed to assess the impact of food safety training based on theoretical and on-the-job training on the microbiological counts of equipment, surfaces, utensils, and food handler (FH) hands. The hygiene and food safety conditions of four restaurants were analyzed through facility checklists, employee questionnaires, and microbiological analyses conducted before and after training. Eight sample collection moments were conducted at each restaurant before and after training. The pre-training results indicate that 15% and 26% of analyses for Enterobacteriaceae and total mesophilic aerobic bacteria (TMB), respectively, did not comply with hygiene safety limits. Additionally, 31% and 64% of Enterobacteriaceae and TMB values, respectively, exceeded safety limits on food handler hands. Positive cases of coagulase-positive Staphylococcus (CoPS) resulted from unprotected wounds on some FH hands. The presence of Listeria monocytogenes in drains was also identified as a concern. Following training, significant differences in results were observed. In many cases, there was a reduction of over 80% in microbial load for Enterobacteriaceae and TMB collected from equipment, surfaces, utensils, and food handler hands. The presence of L. monocytogenes in drains was also eliminated after food safety training. In conclusion, this study underscores the importance of effective training in improving food safety practices. [ABSTRACT FROM AUTHOR]