Search

Teachers are doing their job despite notoriously low pay, and the extrinsic and intrinsic factors that keep them in the profession are the subject of national and international research. In the present study, we investigate the subjective sense of professional success of teachers in secondary vocational education in the light of the type of institution in which they teach. Their questionnaire survey was carried out online (N=166) during the pandemic period, having been adapted to the situation. We wanted to assess factors of their sense of professional success, which are partly related to the classical role of a teacher, such as knowledge transfer, education of or cooperation with other actors in education, but also to hypothetical factors such as self-training and creativity. Our hypothesis that the prestige of the institution type and the professional satisfaction of the teacher are related was not confirmed, but the identified factors played a different role to varying degrees. [ABSTRACT FROM AUTHOR]

Prior research has suggested that Project Based Learning (PBL) may affect students' performance. Nevertheless, there has been a lack of empirical studies that have examined these relationships specially, in Bachelor's Degrees and Master's degrees. This research empirically examines whether PBL improves Own apprenticeship abilities' development as well as promotes Students' subject overcoming and their Professional success using data from 65 Spanish University students. Results of this study show that using PBL methodology in lessons enhances the students' own apprenticeship abilities' development. These results demonstrate the power of over students' subject overcoming and their professional success. They display that students' subject overcoming may play a mediating role in the relationship between PBL and students' professional success. Moreover, these results cover an existing gap in literature, since there is no empirical literature that has tried to link as a whole PBL, Own apprenticeship abilities' development, Students' subject's overcoming and their Professional success. [ABSTRACT FROM AUTHOR]

One of the clearest lessons to emerge from decades of research on personnel selection is that the traditional face-to-face job interview is terrible for predicting future job performance. The sad truth is that no selection tool is perfect, and future performance cannot be predicted precisely, but the traditional interview is particularly bad. Fortunately, it is easy to improve the predictive validity of the job interview by structuring it around hard-to-fake tests of key skills and abilities that actually predict future performance. There are also other tools as accurate as a structured interview and substantially less expensive to administer. [ABSTRACT FROM AUTHOR]

Background: Long-term sickness absence results in increased risks of permanent disability and a compromised quality of life. Return to work is an important factor in reducing these risks. Little is known about return to work factors for long-term sick-listed workers with subjective health complaints. The aim of this study was to evaluate prognostic factors for partial or full return to a paid job for at least 28 days for long-term sick-listed workers with subjective health complaints, and to compare these factors with those of workers with other disorders.Methods: Data from a prospective cohort study of 213 participants with subjective health complaints and 1.037 reference participants were used. The participants answered a questionnaire after 84 weeks of sickness absence. Return to work was measured after one and two years. Univariable logistic regression analyses were performed (P ≤ 0.157) for variables per domain with return to work (i.e. demographic, socio-economic and work-related, health-related, and self-perceived ability). Subsequently, multivariable logistic regression analyses with backward selection (P ≤ 0.157) were performed. Remaining factors were combined in a multivariable and final model (P ≤ 0.05).Results: Both for workers with subjective health complaints and for the reference group, non-health-related factors remained statistically significant in the final model. This included receiving a partial or complete work disability benefit (partial: OR 0.62, 95% CI 0.26-1.47 and OR 0.69, 95% CI 0.43-1.12; complete: OR 0.24, 95% CI 0.10-0.58 and OR 0.12, 95% CI 0.07-0.20) and having a positive self-perceived possibility for return to work (OR 1.06, 95% CI 1.01-1.11 and OR 1.08, 95% CI 1.05-1.11).Conclusions: Non-health-related factors seem to be more important than health-related factors in predicting return to work after long-term sickness absence. Receiving a work disability benefit and having negative expectations for return to work seem to complicate return to work most for workers with subjective health complaints. With respect to return to work predictors, workers with subjective health complaints do not differ from the reference group. [ABSTRACT FROM AUTHOR]

Given the recent relevance of non-cognitive skills for consequential outcomes in the educational, personal, and professional domains, the objective of this systematic review was to synthesize the quality of the evidences on grit as predictor and outcome of educational, professional, and personal success. A pre-specified systematic review protocol was designed and implemented to synthesize the qualitative finding. A systematic literature search was conducted across diverse platforms and databases. A narrative content analysis was adopted to analyze the results. The final sample of studies reviewed was 90. The following analytical themes were identified: grit as a predictor of educational, professional, and personal success, and grit as outcome of demographic, educational, professional, and personal success. The results suggest that the evidences of effectiveness of grit as a predictor are largely stronger than those of grit as outcome. Additionally, our findings unveil that research on this construct is off to a good start, even though higher-quality research is needed. [ABSTRACT FROM AUTHOR]

The increasing range of courses at private universities is one of the most important and contrasted trends in contemporary higher education. Given that the cost of training at a private university is higher than that at a public one, it seems interesting to assess the return of such a great financial effort. This research assesses the return obtained from studying at a private university versus a public one in Spain by objectively measuring professional success. The outcomes indicate that the return is null, as the fact of studying at a private university does not comparatively affect either wages or the social occupational class. On the contrary, a short-term positive effect is observed in terms of the increasing likelihood of finding a job in the short-term, irrelevant though. [ABSTRACT FROM AUTHOR]

Copyright of Adult Education Discourses / Dyskursy Młodych Andragogów is the property of University of Zielona Gora 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.)

Emerging firms are the foundation for economic growth in today's business world. Yet relatively little is known about the factors that contribute to the success or failure of developing organizations. This research study addresses this broad question by examining the role that high performance work systems (HPWS) play in the performance of high-tech new ventures. Using the resource-based and dynamic capability perspectives, this research project examines the links between HPWS and firm performance. Results indicate that HPWS utilization is positively associated with sales growth and innovation; however, a hypothesized mediating role for employee voluntary turn over was not supported. © 2010 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

Recognizing opportunities for new businesses is an important part of the entrepreneurial process, one that researchers seek to explain and human resource managers seek to encourage. In this study, we examined whether the same genetic factors that affect openness to experience also influence recognizing opportunities. We applied bivariate genetics techniques to a sample of twins and found that a substantial part of the heritability of recognizing opportunities is mediated through genetic influences on openness to experience. Evidence of genetic effects on opportunity recognition has important implications for how companies might think about selection and training and raises important ethical issues in human resource management. ©2010 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

The proposed framework describes the administration of personnel tests and assessments as a communication exchange process, and it defines the administration medium in terms of four attributes: transparency, social bandwidth, interactivity, and surveillance. The structural and dynamic characteristics of these media attributes present sources of systematic and unsystematic variation, which affect construct validity and reliability of measurement. Overall, this framework provides new insight into how the administration medium, defined by its attributes, can affect assessment outcomes. [ABSTRACT FROM AUTHOR]

Learning from the career trajectories of the most successful elite players is central to informing effective strategies and long-term career planning to maximise player development and performance. This article examined the junior competition results and the performing age at major career milestones of top-level professional tennis players, utilising this information to forecast a player's career peak ranking. Thirty years of longitudinal data which included 82 top 10 professional players between 2007 and 2017, were analysed. Gender and generational differences were compared. The results revealed that good performances at the highest junior level of competition was shown to be a critical precursor to eventual top-level professional success. It was revealed, however, that top 10 professional tennis players spent nearly 10 years from starting age to reaching an international junior level and another 10 years on average to achieve career peak ranking. Additionally, age at major career milestones was shown to be moderately correlated with a player's career peak ranking, with 61% of the top one players correctly "predicted" to be top one players. The practical implications arising from these findings, specific to informing the career planning, prediction of professional success, monitoring and assessment of emerging tennis players, is discussed. [ABSTRACT FROM AUTHOR]

The article discusses the level of trust that is placed in salespersons working in a developing country and what factors may influence that feeling. Developing and maintaining a customers' trust is seen as an ability that makes some salespersons more successful than others. The article considers particularly how a trusting relationship can impact customer knowledge about a product, how it can prevent the consumer from price shopping, and how a customer can feel more confident in the product itself if he/she trusts the salesperson.

New organizations are always vulnerable to the liabilities of newness, but such pressures are especially severe when an industry is in its formative years. We focus on one set of constraints facing entrepreneurs in emerging industries -- their relative lack of cognitive and sociopolitical legitimacy. We examine the strategies that founders can pursue, suggesting how their successful pursuit of legitimacy may evolve from innovative ventures to broader contexts, collectively reshaping industry and institutional environments. [ABSTRACT FROM AUTHOR]

The need for planning in business organizations operating in today's complex environment is widely accepted. Implied is an assumption that planning improves performance. However, the empirical evidence for such a claim is thin. Since planning is an integral part of strategy formulation, the facts to confirm or refute an assumed connection between planning and performance invite attention. Our research focuses on new data from 61 companies which test this linkage and, in addition, reviews the conclusions of prior empirical studies. [ABSTRACT FROM AUTHOR]

We used structural equation modeling to investigate relationships among protégés' personality characteristics, initiation of mentoring, mentoring received, and career success for 147 managers and professionals. Protégés influenced the amounts of mentoring they received by initiating relationships with mentors. Internal locus of control, high self-monitoring, and high emotional stability enhanced initiation, which mediated the relationships between personality characteristics and mentoring received. The latter was related to career attainment and perceived career success, and career attainment influenced perceived success. Finally, protégé gender was not related to initiation or mentoring received. [ABSTRACT FROM AUTHOR]

This paper discusses the application of the Critical Success Factor (CSF) method as a way of evaluating the information available for planning and control activities. Using a questionnaire in addition to individual interviews and group meetings to collect data on the Critical Success Factors, Rockart's method was successfully applied to assess the availability of critical information needed by the management of a multi-institutional health care arrangement. Results indicated large differences in the information needs of the management team evaluated. The added value of the work is the insights gained by using multiple methods within a general CSF concept. The CSF method is recommended to perform the evaluation of the information function in the context of evaluative research. [ABSTRACT FROM AUTHOR]

Talents, activities, or accomplishments that distinguish executives from other people—or even from specialized subordinates in highly developed organizations—cannot easily be found. To ascribe to them intuitive powers of decision making is mystifying rather than helpful. If, however, we consider the tests of success that must be met by executives in imperfect organizations, we can enumerate the resources that they draw upon, and show, even in the case of information, how these resources are deployed in environmentally determined repertoires of stratagems. Executives may be very inarticulate about their stratagems, but this does not imply that they have mysterious powers of intuition. It is a consequence partly of their being less fully cognizant of their stratagems than outside observers might be, and partly of their not having to meet the same sort of tests respecting articulateness that experts of a certain sort have to meet. [ABSTRACT FROM AUTHOR]

The author discusses the various definitions of an entrepreneur and the means of testing for roles which delineate entrepreneurial behavior. Important in testing is achievement motivation and where it originates. [ABSTRACT FROM AUTHOR]

This article examines the relationship between the success of industrial managers and their attitudes toward certain management policies. The eight policy areas examined are primarily related to personnel and general management. The manager's choice of policies in several of these areas is related to success, both across the entire sample and within the firms. [ABSTRACT FROM AUTHOR]

The article discusses a study that tested the generalizability of the relationship between birth order and achievement in a sample of middle managers. The measure of achievement in the study was determined by the average rate of earnings progression. One hundred and four middle managers were seperated into four categories, depending on their birth order. The results indicated that only children as well as the eldest sibling tended to be the most successful. The study has also found that the youngest of more than two children would be intermediate in earnings progression, while the other children tended to show the smallest earnings progression increases.

The author, applying a business simulation technique finds that attitudes of participants and performance results are directly related to the frequency of feedback on performance. These findings are corroborated by a field study of 134 managers in 59 companies. In both instances participants who received fairly frequent reports tended to have better attitudes, better performance and higher levels of aspiration. [ABSTRACT FROM AUTHOR]

The article addresses the closeness of supervision and its impact on the predictability of subordinate's work demands and rule-usage. The author posits two theories: that the more unpredictable the work demand, the more distant the supervision and the more predictable the work demand, the closer the supervision. The article discusses closeness of supervision and rule-usage, relevant literature, research design, and the predictability of tasks as they relate to closeness of supervision and rule usage. The author notes the difficulty that technology creates in managing the work situation.

As emotional intelligence competencies are seen as the key to personal and professional success, thus it becomes significant to study the relationship of experience and age of an individual on the level of emotional intelligence. This study aims at finding out the perception and the level of emotional intelligence in a person on the basis of his/her age group and gender. The study is exploratory in nature where quota sampling was used to collect data. This study attempts to study the level of emotional intelligence among faculty members of academic institutions (who are the institution's greatest asset), like Amity University, SRM University, Delhi University, Lucknow University, and Christ University. A 2x3 factorial design was prepared to compare emotional intelligence between age and gender of academic professionals. A self-designed questionnaire, prepared on Likert type scale was distributed among 200 academicians of India, out of which 165 were responded and eventually, 160 questionnaires were selected for analysis. Tools like item to total correlation, reliability, factor analysis, and Z-test were used to analyse the data. Various factors like proficiency, holistic wisdom, candidness, insight, sensibility, understanding situations, truth loving, being relaxed; matured, balanced, having optimism, sagaciousness, calmness and development were identified. Results of the Z-test shows that respondents in different age groups differ in emotional intelligence except between age groups of 25-35 and above 55. Results further show that females have higher emotional intelligence than males. [ABSTRACT FROM AUTHOR]