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This article aims to identify the mutual relationship between the awareness of the importance of mathematical competencies for the acquisition of work-related skills and the perceived importance of the latter for performance in future work and successful participation in the labor market. How these issues relate to math anxiety is also explored. The above is examined on a sample of university students in the selected education institution (HEI) N =297 in the Czech Republic in 2022. Subsequently, a series of semi-structured interviews were conducted with the students in 2023. It was found that by improving work-related skills for a future career, math anxiety increases. A crucial finding is up to 47 % of the perceived importance of competencies for future job performance can be explained by understanding the importance of mathematics for their acquisition. The findings of this study have the potential to contribute to the improvement of mathematics education and the development of a more skilled and capable workforce, which can ultimately lead to greater economic growth and social progress. In addition, this article contains practical recommendations on how to use these findings in the practice of mathematics education not only in the selected higher education institution.

This study aims to identify: (1) The effect of teacher welfare, self-sustaining development, job satisfaction, and teacher performance on the teaching professional attitude; (2) The effect of teacher welfare on self-development, job satisfaction, and teacher performance; (3) The effect of self-sustaining development on the professional attitude, welfare, job satisfaction, and teacher performance of teachers; and (4) The effect of teacher job satisfaction on teaching performance. This study was quantitative research with a correlational type. The sample was 155 vocational high school teachers in Central Java, Indonesia. Data was collected through a questionnaire technique. The data analysis technique used structural equation modeling with the linear structural relationship type. The study revealed that the teacher's professional attitude has an effect on teacher welfare but not on self-development, job satisfaction, or teacher performance. Teacher welfare has an effect on independent development but has no effect on teacher performance. Hence, independent development does not affect job satisfaction but affects teacher performance. Furthermore, job satisfaction has no effect on teacher performance. These findings can be used as study material for future researchers to analyze the research variables or other variables, such as leadership style, work motivation, work discipline, and others.

Poor performance of lecturers in Nigerian Polytechnics warrants independent research on lecturers' job performance, given that the poor performance has seriously affected educational development in the country. Substantial evidence from the extant literature has highlighted that high-performance work practices are significant predictors and drivers of enhanced performance. Also, the functionality of high-performance work practices is context-dependent. Therefore, the current study investigates the effect of high-performance work practices (recruitment and selection, training and development, and employee involvement) on lecturers' performance in the context of Nigerian polytechnics. It also examines the moderating role of working conditions in the high-performance work practices' relationship with lecturers' performance. Data were obtained from 539 academics in the North-west Nigerian polytechnics. The overall findings indicate that training and development and employee involvement are significant predictors of enhanced lecturers' performance, and working condition strengthens the recruitment and selection-performance connection and employee involvement-performance relationship. This implies that the link between HR practices and enhanced performance could be affected by the environment within which organizations operate. The present study focused mainly on teaching staff from the polytechnics located in the north-central geopolitical zone of Nigeria. Thus, other geopolitical zones and non-teaching staff from various polytechnics could be studied further by future studies.

Job instability is high among autistic adults, with employer-initiated terminations a common reason for job loss. The current study used qualitative methods to code reasons that autistic adults identified for their employer-initiated termination. From 315 autistic individuals ages 18-35 who completed an online survey, 93 (29.5%) reported having been terminated from a job. These individuals were asked about the reasons for their termination and responses were coded into thematic categories. Common reasons included work performance, social difficulties, attendance, and mental health challenges. Adults were more likely to attribute terminations to internal causes (related to the individual) than to external causes (environment-related). A good fit between workplace, individual preferences, skills, and abilities is likely key to promoting job continuity for autistic adults.

Expert fingerprint examiners demonstrate impressive feats of memory that may support their accuracy when making high-stakes identification decisions. Understanding the interplay between expertise and memory is therefore critical. Across two experiments, we tested fingerprint examiners and novices on their visual short-term memory for fingerprints. In Experiment 1, experts showed substantially higher memory performance compared to novices for fingerprints from their domain of expertise. In Experiment 2, we manipulated print distinctiveness and found that while both groups benefited from distinctive prints, experts still outperformed novices. This indicates that beyond stimulus qualities, expertise itself enhances short-term memory, likely through more effective organisational processing and sensitivity to meaningful patterns. Taken together, these findings shed light on the cognitive mechanisms that may explain fingerprint examiners' superior memory performance within their domain of expertise. They further suggest that training to improve memory for diverse fingerprints could practically boost examiner performance. Given the high-stakes nature of forensic identification, characterising psychological processes like memory that potentially contribute to examiner accuracy has important theoretical and practical implications.

One aim of vocational education is educating students for occupations by fostering the development of students' capacities to become successful practitioners. During their education students are usually afforded work experience. When this is the case, students learn both at school and at the workplace. Learning at the workplace requires assessment, but this differs from assessment at school because of where (at the workplace), how (through participation) and what students learn (a process of belonging, becoming and being). At the workplace, students are usually assigned an educator who takes on the dual role of educator and assessor. This review takes a sociocultural perspective on learning at the workplace and from this perspective brings together what is already known about how workplace educators assess student performance through a qualitative systematic review. Our analysis aimed for narrative synthesis using iterative thematic analysis. The results depict workplace assessment as manifested in day-to-day work and shaped by relationships. Workplace educators are engaged in a continuous process of assessment-related interactions. They prefer using criteria that are embedded in the norms and values of their vocational community, rather than criteria prescribed by school. Workplace assessment requires negotiated criteria and truly collaborative assessment practices. These practices can be purposefully co-designed and require close communication between school and work. This review shows that assessment of workplace performance in vocational education can be conceptualised as a practice that is shaped by the specific workplace in which it is embedded. From this perspective assessment can be explicated and acknowledged, and as a consequence be further conceptualised and researched in both assessment research and vocational education research.

Purpose: The major purpose of this paper is to examine the mediating role of job competency in the effect of transformational leadership to performance of university lecturers. This article also attempts to examine the direct effect of transformational leadership on job competency and lecturer performance. Design/methodology/approach: For the purpose of the study, quantitative research was applied by conducting an empirical survey with the active participation of 223 lecturers. The survey was conducted in ten high-ranked private universities in Jakarta, Indonesia. Structural equation modeling (SEM) was employed for the measurement and structural model analyses. Findings: The results reveal that the effect of transformational leadership on lecturer performance is expressed only by indirect effect (through lecturer competency). Even though transformational leadership has a positive direct effect on lecturer performance, it is not statistically significant. This paper highlights the crucial role of lecturer competency in the performance of academic scholars. The findings suggest transformational leadership is fundamental in fostering competencies, which, in turn, improve the work performance of university lecturers. Originality/value: This study makes significant contributions to the understanding of the interaction between transformational leadership and performance in higher education, and the statistical significance of lecturer work competency in mediating this relationship. The results of this study provide a snapshot of the contextual mechanism linking transformational leadership and lecturer performance.

In Switzerland, access to non-academic occupations requires the completion of a vocational education and training (VET) program. Over two-thirds of adolescents choose to start a dual VET program after compulsory education. However, this path from school to work is not always linear, and changes can be a means of adjusting wrong career choices. In the context of dual VET, two types of adjustments that occur frequently can be distinguished: (1) change of occupations and (2) change of companies. The present study aims to examine the predictors of each of those two types of changes. First, we are interested in the link between individuals' intentions to change their career paths and actual changes. When changes are intended by the trainee and aimed at correcting wrong career choices, actual changes can generally be expected to be predicted by change intentions. Second, we are interested in the role of person-job fit (P-J fit) as well as trainees' socialization and performance indicators. Third, we examine to what extent trainees' decisions to change occupations or companies can be predicted by pre-entry factors (perceived P-J fit and effort during compulsory education before the transition to VET). We used a longitudinal sample of adolescents at the end of compulsory school and at the end of their first year in a dual VET program in Switzerland. This data set is combined with government data on actual changes regarding individuals' training companies and their occupations. The two types of adjustments were examined in separate structural equation models that compared trainees without any types of adjustments during their training program: (1) to those who changed occupations (N = 417) and (2) to those who changed training companies (N = 378). The results show that actual occupational changes and actual company changes of trainees are affected by the same work-context predictors (negative effect of trainees' self-perceived work performance) and pre-entry predictors (negative effect of effort during compulsory education). However, in contrast to changes of training companies, changes of occupations are significantly predicted by trainees' intentions to change. Moreover, while P-J fit during the VET program is the only direct predictor of trainees' intentions to change occupations, intentions to change companies are not significantly predicted by P-J fit. Intentions to change companies are negatively affected by companies' socialization tactics and positively affected by adolescents' pre-entry effort. Overall, the results call for a more differentiated assessment of changes/ premature contract terminations in future studies. Whether change intentions are a valid proxy for actual change behavior seems to depend on the type of changes that trainees decide to make.

Purpose: The direction of causality between job satisfaction and job performance (known as the holy grail of industrial psychologists) is undetermined and related research findings in different organizational contexts are mixed. Based on the ample literature, mainly from Western countries, on the relationship between job satisfaction and job performance, a non-recursive bow pattern model was utilized to investigate the direct relationship between these two variables in an Asia-Pacific higher education system. Design/methodology/approach: This study is quantitative in approach and survey in design. Additionally, to meet the statistical requirements of non-recursive bow pattern analysis, the authors added welfare as a theory-driven instrumental variable to introduce exogenous variability. Using the efficient partial least squares (PLSe2) estimator, the authors fitted the model to the data collected from 2008 academics affiliated with Malaysian public universities and polytechnics. Findings: The results showed that while job satisfaction is considerably influenced by welfare, it is not a significant predictor of job performance directly. In addition, a meaningful positive correlation between the disturbance terms of job satisfaction and job performance was observed, suggesting the existence of other factors that could increase both job satisfaction and job performance. The findings' theoretical and practical implications are discussed, and a list of theory-driven evidenced-based policies in this regard is provided. Originality/value: This is the first study to test a non-recursive bow pattern model and examine the holy grail of industrial psychology based on the PLSe2 methodology, as a parametric approach to partial least squares (PLS), in a higher education context. This study also provides higher education researchers with the advantages of the PLSe2 method, especially in causal-predictive modeling, in the context of applied higher education research.

Autoethnography has been used to examine employees' physical and emotional experiences of workplace bullying and mobbing. In this approach of inquiry, data were extracted through; personal narratives, lived experiences, and opinions through meaning-making. Power structures in academia were found to play a significant role in academic bullying because authorities may perceive their power base to be under threat hence the desperate need to eliminate the perceived threat. Findings also suggest power structures in academia and "reluctant complicit mobbing" may be inclined to support bullies thereby impacting employee performance, production, health, and wellbeing. The African culture that subordinates and younger members of society should revere their bosses and elders was also found to influence bullying and mobbing. The authors hope to persuade academic authorities to formulate reporting systems and viable policies that protect employees. Values in individuals could be developed and reinforced, further strengthening individual's abilities and resilience to face and deal with adverse events.

Teachers teach more effectively when they are constantly updating their subject content knowledge and pedagogy as well as technology. This requires Continuous Professional Development (CPD) training programmes in order to cope with changing world in terms of nature of science, skills and technology. Therefore, the current study sought to demonstrate the improvements made by lower secondary school Mathematics, Physics, Chemistry, and Biology teachers following CPD training in content, pedagogy, using ICT tools (computers and projectors), and scripted lessons. The study's target population was 1100 Rwandan teachers in the 2021 cohort from eight districts. However, the analysis only included 652 mathematics and science teachers who took both pre-and post-tests. This study employed a quasi-experimental design. It collected quantitative data, through pre and post-test, to measure teachers' performance and conceptual grasp in mathematics or science courses. Kobo Toolbox was used to upload tests online and gather data, which was then exported to Microsoft Excel 2016, where each selected letter for each question was recorded. The acquired data were analyzed using Microsoft Excel 2016 and the Statistical Package for the Social Sciences (SPSS v.25). The findings revealed that overall teachers' performance improved, indicating that teacher misconceptions were addressed throughout training. Only a significant differences were found in the performance between male and female in both pre-and post-test in chemistry, among other subjects. It was also discovered that some concepts in respective courses need attention in the next CPD training programmes because teachers performed poorly on questions asked in these units per topic areas. It was recommended that the remedial training should be pursued for these teachers who did not perform well and further studies to investigate pedagogical changes as well as technological contribution in STEM education.

PhD graduates are often recruited for positions that entail various work demands. Based on theoretical models of work demands, PhD graduates can appraise these demands in three main ways: as challenges, hindrances, or threats. The more aware they are of the skills they developed in their doctoral program, the more likely they are to appraise demands as challenges or hindrances, and the less likely they are to appraise them as threats. However, past studies have shown that PhD graduates report low awareness of their skills, which may lead to high threat appraisal. We conducted semi-directive interviews with 16 PhD graduates from France to examine their appraisal of work demands. We investigated four work demands: important responsibilities, heavy workload, competitive work environment, and challenging work environment. Most participants appraised these demands either as challenges or hindrances. Although some participants reported a low awareness of specific skills (e.g. project management), they still expressed confidence in their ability to handle the demands, leading to low threat appraisal. This was largely due to awareness of transferable skills (e.g. the abilities to learn and adapt), supporting their adaptability to demanding contexts. However, participants rarely attributed these skills to their doctoral experience, which questions how they perceive the benefits of their doctoral program. Moreover, specific difficulties may arise for certain groups (e.g. women, international students) and work demands (i.e. non-constructive criticism).

In recent years, the Chinese government has launched several policies to facilitate universities to develop performance measures closely related to national university rankings and resources allocation. Directed by these performance measures, academics employ various strategies to deal with the increasing requirements and pressure. Using a qualitative research method, we interviewed 32 informants in one top-tier and one second-tier university in Mainland China. Our study observed that first, academics mainly comply or adjust/adapt to the situation but obtain very limited space to contest. Second, academics decode that high-stakes rewards and punishment, frequently changing indicators, and governing tools that strongly stress visibility constitute the complicated pressure on them. Third, to try to obtain more opportunities, academics are eager to join research teams. However, the social context is such that social connections ("guanxi") and inbreeding constrain academics' space to recode or translate their situation.

Purpose: Drawing on the job demands-resources (JD-R) model, the authors examine how working in the hybrid workplace model (telework and flexible work) affects job performance via the intervening role of work engagement. Design/methodology/approach: The authors adopted a quantitative approach and collected data from 277 employees working in universities in Nigeria. Partial least square structural equation modelling was used to analyse the data and test the hypotheses. Findings: The findings reveal that flexible work, not telework, has a significant and positive effect on job performance. It also emerges that flexible work positively affects work engagement, and work engagement significantly mediates the relationship between flexible work and job performance. However, the findings do not support the effect of telework on work engagement and the mediating role of work engagement in the proposed relation between telework and job performance. Originality/value: The paper provides fresh insights by linking the components of the hybrid workplace model with job performance and employee work engagement and extending the JD-R model to the hybrid workplace setting. The practitioners can benefit from the findings of this study by factoring in the importance of the hybrid workplace model in designing policies and procedures to promote job performance.

Purpose: The present study primarily aims to investigate the role of the high-performance work system (HPWS) in shaping learning orientation (LO). Moreover, the study delves into the examination of affective commitment's (AC) role as a mediator. Additionally, the research extends to exploring the potential moderating impact of workplace settings, specifically offline, online and hybrid workplaces, on the mediated relationship. Design/methodology/approach: The model has been tested on 360 respondents from the IT sector in India. The data have been validated using confirmatory factor analysis and structural equation modeling. Findings: The results indicate that AC mediates the relationship between HPWS and LO. Furthermore, this mediation was found to be positive and significant in hybrid and offline workplace settings, whereas it was found to be insignificant in the online workplace setting. Research limitations/implications: The self-report responses from the respondents could potentially introduce a limitation, as respondents might lead to inflated outcomes in the research findings. While Harmans' single-factor test did not indicate any common method bias, it is important to acknowledge that this bias might not have been completely eliminated. Originality/value: The present study has expanded upon the existing research on HPWS by examining its influence on LO, while also considering AC as a mediator. Furthermore, it is noteworthy that no prior studies have undertaken a comparative analysis of this relationship across various workplace settings.

Purpose: This study aims to test and analyze the effect of continuous commitment, task complexity, competence and personal value on employee performance millennial intervening job satisfaction. Design/methodology/approach: This research method is quantitative with a sequential explanatory design, then data collection through a questionnaire, with a sample of 205 respondents - data analysis using Structural Equation Model (SEM) with the software Linear Structural Relationship (LISREL). Findings: The results of research on the performance of millennial employees with intervening work satisfaction showed that continuous commitment (2.49), task complexity (2.74) and professional competence (2.0) had a significant effect. This means that the performance of millennial employees will increase if they get job satisfaction. With satisfaction, the commitment and competence of millennial employees are high. While the research results for the performance of millennial employees have a direct influence, only professional competence (2.27) and task complexity (4.06) are significant. This means that as high as professional competence is characterized by intellectual, emotional mood and attitude, owned by millennial employees, the resulting performance is increased even with complex tasks. Research limitations/implications: The findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values. Originality/value: This research's contribution to millennial workers is to help them improve and develop their performance, allowing them to compete more effectively. The findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values.

Purpose: The study aims to examine the moderating influence of perceived co-worker support in the nexus between compulsory citizenship behaviour, job involvement and social loafing amongst university interns. Design/methodology/approach: Four hundred and sixty-two) respondents took part in the study by completing a self-reported questionnaire distributed via online WhatsApp platform. The respondents were selected using multistage sampling technique. The data were processed and analysed using IBM SPSS version 24 and PLS-SEM, respectively. Findings: Results reveal interns' experience of compulsory citizenship behaviour positively influences their social loafing and negatively influences their job involvement. Furthermore, the support received from co-workers' reduces the negative influence of compulsory citizenship behaviour on interns' (1) social loafing and (2) job involvement. Research limitations: The study's main limitations have been identified as the type of organisation in which the internship was completed and the number of years of internship experience. Future research may seek to address this problem by obtaining data from a cohort that is categorised based on the nature of the organisation and duration of the internship. Practical implications: Perceived co-worker support has been found to reduce the negative effects of interns' compulsory citizenship behaviour on their job outcomes. It is recommended that organisations establish a supportive work environment to assist interns. This can be achieved through various means, such as engaging in team-building activities and assigning mentors, among other strategies. Originality/value: One of the first to have examined a model linking compulsory citizenship behaviour, job involvement, social loafing and perceived co-worker support amongst interns in a higher education environment.

Globally, mainstream teachers have been experiencing intense challenges of behavioural difficulties by learners in schools. For decades, scholars have intensified the relational impact of behaviour with regard to academic progression. However, there is limited knowledge on the experiences and coping strategies of teachers regarding these challenges. Using an exploratory research approach in the study reported on here, we focused on the lived experiences (psychological well-being and coping strategies) of teachers of adolescents with behavioural difficulties. A phenomenological research design and qualitative approach to enquiry were used to conduct the study. Purposive and stratified sampling techniques were used to select 8 participants (3 female and 5 male teachers) for the study. Qualitative data were analysed thematically, and 2 major themes emerged: poor psychological well-being and inadequate coping strategies of teachers. Depressive symptoms reported by participants included the following: anhedonia, burnout, reduced job performance, and demotivation. These challenges primarily lead to negative mood regulation and maladaptive coping, such as displacement -- a defence mechanism. Behavioural difficulties experienced by adolescents have a profound impact of intense stress and negative emotions, leading to poor psychological well-being of teachers. Thus, there is a need for the Department of Education to create structures, guidelines and support systems for schools on behavioural difficulties for the well-being of teachers.

This narrative review integrates theoretical and empirical scholarship in which relationships between teacher leadership and teacher wellbeing are addressed. The review highlights four dimensions of teacher leadership (identity, formality, practices, and level of influence) and considers potential links with domains of wellbeing that may be affected by engagement in leadership activities. Utilizing Seligman's (2011) PERMA model as a framework, this review examined 29 publications that addressed PK-12 teacher leader wellbeing. All domains of wellbeing from the PERMA framework were represented, including positive emotions, engagement, relationships, meaning and purpose, and accomplishment. Additionally, autonomy was an emergent theme that has previously been highlighted as a part of psychological wellbeing. The review's findings highlight potential benefits and challenges of the trend toward promoting teacher leadership as a component of school renewal efforts. While inclusion of teacher leaders is vital, thought must be given to locally relevant practices based on school context and teacher needs.

This study examined the nexus between institutional training and development and employee performance from private universities in Ghana using Principal Components Regression (PCR). The study employed exploratory design through the quantitative and cross-sectional survey methods for data collection. The questionnaires were administered 384 respondents from the private universities. The study revealed that training on leadership behaviour and development modules is more prevalent in the private universities in Ghana (M=3.2669, SD=0.6918, Skewness=-0.8262, p-value=0.0000). The correlation results revealed a significant positive relationship between onjob training (r=0.3570*, p-value=0.000), off-job training (r=0.2893*, p-value=0.000), training on leadership behaviours (r=0.4019*, p-value=0.000) and training on development modules and employee performance (r=0.5917*, p-value=0.000). Using PCR, the results revealed that there is a significant combined effect of on-job training, off-job training, training on leadership behaviour and development modules on employees' performance (F-statistic=54.512, p-value=0.000<0.05). It is recommended that private universities intensify more efforts to train their employees. Also,institutional training and development programmes at the private universities in Ghana should emphasized more on-job training and off-job training and further improve their activities of development modules training and leadership.

This qualitative study examined rural educational leaders' perceptions of the outcomes of the 2019 Leadership Camps (LCs). This capacity-building opportunity helped educational leaders meet as a community of practice (CoP) where participants' interactions contributed to learning with and from one another, reducing perceived isolation and increasing self-efficacy. We analyzed data collected from 242 participants' responses using an open, axial, and selective coding process. With this sample, 52.5% of participants were rural educational leaders. Overall, educational leaders most often appreciated interacting, networking, and collaborating with peers. Additionally, educational leaders highlighted the importance of the in-depth understanding and application of the Leadership Standards and reflective practices. We claim that this approach to professional development within a CoP offers rural educational leaders various work-related growth opportunities, including fostering collaboration, promoting professional conversations, and creating a community for reduced isolation, which will likely enhance their job performance and satisfaction.

This study focuses on the impact of managerial competencies upon employee performance within the context of managing technology incubators and science parks in Iran, Western Asia. Set during the pandemic in Iran, it contributes to management studies by exploring the mediating role of entrepreneurship and social capital. Data were collected by survey and analyzed using Amos software. Findings show that, firstly, managerial attention to macro issues (including systems approach, strategic management, participatory management, and resource management) has considerable impact on organizational performance. Secondly, that social capital plays a prominent role in improving the performance of the organization. Third, that disruption in intra-organizational relationships reduces the quality and efficiency of the organization, and has the effect of weakening the organization in times of crisis or in the face of forced unprecedented changes that are out of control, including the pandemic. This research serves as a reminder to alert managers of the importance of employee participation and creativity in teamwork. [The publication year (2022) shown on the PDF is incorrect. The correct publication year is 2023.]

The purpose of this study is to investigate the relationship between Arabic Language Proficiency (ALP) and expatriate adjustment (EA), and job performance (JP) in Saudi Arabia. In addition, the moderating role of personal and environmental factors is investigated. This investigation employs a mixed-methods research design. The intended audience is the personnel of Saudi Arabia's Higher Educational Institutions (HEIs). A survey was conducted for quantitative data, while interviews were used for qualitative data. CFA and SEM were used for quantitative data analysis, while thematic analysis was used for qualitative data analysis. The results of this study indicate that Arabic language proficiency significantly affects job performance and expatriate adaptation. It was also discovered that several personal and environmental factors contribute to the impact, including language barriers, the workplace environment, training, and support. This study is novel because it examines the effects of ALP on EA and JP in Saudi Arabia, in addition to personal and environmental factors; no prior study of this nature has been conducted in Saudi Arabia. The study is limited to Higher Education Institutions (HEIs); thus, its generalizability is restricted. The study is significant for Saudi Arabia's Higher Education Institutions (HEIs) because it emphasizes the significance of training and support, which would aid in adapting foreign employees, and enhancing their job performance.

Hardships of educators can be evaluated in line with the environmental conditions they work and live in. In particular, the hardships experienced by classroom teachers who work in villages are noticeable. In addition, the difficulties faced by female teachers grow even more during their Professional life. This study aims at analyzing the problems of female teachers who work in the villages of some provinces in the eastern and south eastern part of Turkey. The participants were selected using the criterion sampling method, and was composed of 30 female teachers in various villages of Diyarbakir, Van, Gaziantep and Kahramanmaras provinces in the 2021-2022 school year. In the study, the structured interview technique, which is one of the qualitative data collection techniques was utilized. The obtained data were analyzed via the content analysis method. The results have revealed that female teachers generally do not experience problems with the villagers, but their teaching performance is negatively affected due to various other reasons such as accommodation, transportation, heating and poor living conditions.

This study investigated the relationship between job satisfaction, emotional intelligence, and organizational commitment to job performance among teachers in the Aparri East District. Involving 145 teachers across five secondary schools, the study used a descriptive correlational research method. Results showed high levels of emotional intelligence among teachers, despite room for improvement in stress management. Teachers reported high job satisfaction but were dissatisfied with the promotion speed. The workload and paperwork were stressful, and concerns were raised about policy fairness, despite satisfaction with salaries and benefits. Several factors influenced teachers' emotional intelligence, job satisfaction, and organizational commitment, including educational attainment, nature of appointment, plantilla position, monthly income, type of school, and school assignment. A complex relationship was found between emotional intelligence, job satisfaction, organizational commitment, and job performance. Emotional intelligence negatively correlated with job satisfaction but positively with job performance. Job satisfaction and organizational commitment negatively correlated, without significant correlation to job performance. The study proposes recommendations to improve job satisfaction and performance, including promoting gender diversity,supporting early-career teachers, fostering an inclusive curriculum, encouraging continuous professional development, reducing workload and administrative burdens, enhancing supervisor fairness, improving promotion prospects and recognition, optimizing working conditions, fostering positive co-worker relationships, and further research. Implementation of these recommendations can enhance job satisfaction, improve performance, and lead to better student outcomes.

Our study explored the effect of perceived inclusive leadership on job performance of university teachers and the serial mediation effect of perceived school support and psychological empowerment among those teachers. Using the questionnaire method, data were collected from a valid sample of 895 university teachers in China. The findings indicated that perceived inclusive leadership significantly and positively affects university teachers' job performance. Among university teachers, both perceived school support and psychological empowerment have a partial mediation effect on the relationship between perceived inclusive leadership and job performance. Perceived school support and psychological empowerment have a serial mediation effect between perceived inclusive leadership and job performance. This study provides theoretical and empirical evidence for research related to job performance of university teachers.

In the rapidly changing atmosphere of the global economy, productivity has become a very important concept for long-term economic growth, development, regional and global competitiveness, raising social living standards and increasing the level of welfare for countries. In the 21st century, when scientific knowledge, technology, innovation, R&D and entrepreneurship manifest themselves in every stage of the production process, human capital has come to the fore as an important and determining factor that increases productivity. In the current study, the effect of human capital, one of the most important outputs of education, on country productivity was analyzed for 24 developing countries, including Turkey, which are in the upper middle income group. In the application part, a panel data set was created for the 24 countries included in the study with the series obtained from the database of PWT10.0 for the period of 1980-2019. The Human Capital Index was used to reveal the human capital status of the countries included in the analysis and the Total Factor Productivity Index was used to reveal the productivity status. The Granger Panel Causality Test was employed to determine whether there is a short-term relationship and the Westerlund Panel Cointegration Test was employed to determine whether there is a long-term relationship between the two variables. As a result of a bilateral causality relationship was found between human capital and productivity in the short-term and a cointegration relationship in the long-term. The study is important and different from other studies in that it focuses on the concepts of human capital and productivity, which have a very limited place in the education literature, although they are directly related to education, and it is grounded on an interdisciplinary approach (bringing together education, sociology and econometrics).

This study aimed to investigate the effects of Jiangsu University teachers' competency and engagement on their job performance and determine whether teacher competency affects job performance through the mediating role of engagement. We constructed a theoretical model based on self-determination theory (SDT) and the job demand-resource model and validated it using structural equation modeling (SEM). The study sample comprised teachers from 8 types of undergraduate colleges and universities in Jiangsu Province, China. Three hundred and fifty-four university teachers were surveyed using the Teacher Competency Scale, the Utrecht Work Engagement Scale, and the Job Performance Scale. The results showed a significant positive effect of university teachers' competency on their engagement and job performance. Additionally, SEM analysis showed a partial mediation effect of engagement in the relationship between teacher competency and job performance. The findings not only enrich our understanding of the mechanisms underlying the relationship between university teachers' competency and job performance but also extend the scope of SDT and suggest practical discussions and recommendations.

This study aims to determine the effect of self-efficacy, job satisfaction, and perceptions of position on the performance of principals of public vocational high schools in DKI Jakarta Province. The research was conducted using a survey method. The data were analyzed using path analysis. The population of this study was 61 school principals in six cities/districts. This research questionnaire tested 21 school principals. Therefore, using proportional random sampling, the sample for this study was 40 school principals who were selected proportionally and randomly. The results of the study are as follows: (1) there is a positive direct effect of self-efficacy on the performance of school principals, (2) there is a positive direct effect of job satisfaction on the performance of school principals, (3) there is a positive direct effect of position perceptions on the performance of school principals, (4) there is a positive direct effect of self-efficacy on job satisfaction, and (5) there is a positive direct effect of self-efficacy on perception of position.

This study aims to examine the role of attitude in mediating the relationship between emotional maturity, emotional intelligence and emotional sensitivity to teacher performance. This study used a quantitative approach involving 101 teachers from various levels in Demak, Central Java, Indonesia. Data was collected through a questionnaire using 5 Likert scale. The data Processing using SEM PLS version 3.2.9 to test exogenous variables against endogenous variables. The results show that emotional intelligence and emotional sensitivity can shape teacher performance, however, emotional maturity cannot shape teacher performance significantly. On the other hand, teacher emotional intelligence has been proven to be a strong predictor in shaping teachers' attitude, while attitude cannot shape teacher performance. Therefore, it can be said that attitude cannot shape the teacher performance.

This research paper extrapolates the perceptions of English Language teachers about the effectiveness of the newly introduced Individual Plan Measurement System (IPMS) in terms of task performance at the University of Technology and Applied Sciences, Al Musannah (UTASA), Oman, and how this new performance appraisal system has contributed to teachers' professional development. For the current study, the researchers employed a mixed methods approach by administering a survey questionnaire among the ESL teachers (N=31) of UTASA, conducting a semi-structured interview with selected staff members (N=7), and analyzing the data related to professional development activities conducted before and after the implementation of the new appraisal system. The study shows that most UTAS-A ELC staff perceive that IPMS has helped them plan and execute their professional goals effectively. Furthermore, the findings of the study highlight that a timebound individual plan guided and monitored by institutional agencies has a positive effect on employees' intrinsic motivation and professional development, and it can make their task performance more efficient and systematic.

The impact of training, remuneration, and teamwork factors on job performance has been affirmed in the literature. However, not all organizations devote efforts to these critical variables of performance, which has led to employees' poor job performance. Hence, this study examined the influence of training, remuneration, and teamwork factors on job performance among employees of the National Examinations Council (NECO) of Nigeria. The study was located within a positivist paradigm that adopted a descriptive survey design. A purposive sampling technique was adopted in selecting 140 NECO employees, and a random sampling technique was employed to select 100 respondents from the total population of 1000 secondary school registrars. One research question was answered, while four hypotheses were tested in the study. Two research instruments were used for data collection. Data were analyzed using frequency count, percentage, Pearson product-moment correlation, and multiple regression statistical tools. The result showed that NECO employee job performance is excellent. There was a significant relationship between remuneration and job performance (R=0.864 (Sig, 0.023). There was also a significant relationship between teamwork and job performance R=2.072 (Sig, 0.022). In addition, a significant relationship existed between training and job performance R=1.143 (Sig, 0.008), and the combination of the independent variables is effective in predicting employee job performance (F(3,136 ) = 9.224, p< 0.05). Based on the result of the study, it was concluded that the independent variables are critical factors in determining the job performance of NECO employees in Oyo state, Nigeria. Hence, it was recommended that all these factors be given deserved attention and taken seriously by the management to get the best out of its employees.

The present study aimed to explore the role of feedback in the medical workplace in the domain of radiology. Feedback is considered essential for learning, performance, and professional development, as it helps to build knowledge and skills, to correct errors, and to provide safe and autonomous patient care. Fifteen specialists were interviewed about what role feedback played in their own professional development. Moreover, we enquired about how they interact with residents and how they provide feedback in their daily work. Content analysis was used to categorise participants' answers. Results show that specialists see feedback as an omnipresent phenomenon at the workplace and perceive it as central to training. Feedback is usually provided face-to-face to reinforce and transfer knowledge, improve domain-specific knowledge, reduce mistakes, improve the outcome for the patient, change behaviour patterns, or increase social skills. Although feedback at the workplace was considered important for professional development, physicians stressed that there is often not enough time to discuss performance and possibilities for performance improvements. Forming tandems between less and more experienced physicians, so that learning becomes more embedded in medical practice and work activities might be a facilitating condition at the workplace.

All adults, regardless of neurodivergent condition, should have the opportunity to engage in meaningful and sustainable work. However, there are a range of unique barriers facing those with neurodivergent conditions which are critical to understand to successfully facilitate the career development learning (CDL) strategies that will enable job market entry and success. In this paper, we will discuss a pilot CDL program, founded on the principles of social constructivism and Students as Partners (SaP), which was developed to provide neurodivergent tertiary students with the necessary skills and information to establish meaningful careers and employment options. Through our study, findings underscored the anxiety many neurodivergent students experience around career development and the need for specialised support to build confidence. Significantly, the most impactful outcomes from the program were the ability for neurodivergent students to hear authentic and relatable stories from their peers. The opportunity to discuss both successes and obstacles through the lens of neurodiversity was a powerful mechanism within which to build a learning environment as well as a sustainable community of practice. The experiences in both designing and conducting the Students as Partners driven CDL workshops for tertiary neurodivergent students adds significant value to the existing body of literature in not only how we define and label disability but also how employability is interpreted, both from academic and industry perspectives. The observations and findings of such an approach also challenge the existing narrative embodied in many university graduate capability programs for a changing future of work landscape.

Researchers and practitioners in postsecondary and workplace settings recognize the value of noncognitive constructs in predicting academic and vocational success but also perceive that many students or employees are lacking in these areas. In turn, there is increased interest in interventions designed to enhance these constructs. We provide an empirically informed theory of change (ToC) that describes the inputs, mechanisms, and outputs of noncognitive construct interventions (NCIs). The components that inform this ToC include specific relevant constructs that are amenable to intervention, intervention content and mechanisms of change, methodological considerations, moderators of program efficacy, recommendations for evaluating NCIs, and suggested outcomes. In turn, NCIs should provide benefits to individuals, institutions, and society at large and also advance our scientific understanding of this important phenomenon.

This study examined how high school course-taking patterns (i.e., career and technical education [CTE] vs. academic vs. no concentration), personal characteristics embedded in a social cognitive theory framework (e.g., self-efficacy, academic expectations), and contextual variables (e.g., parental expectations, socioeconomic status [SES]) interact with each other in the prediction of students' income and job satisfaction 8 years after graduating from high school. Using a nationally representative data set (the Educational Longitudinal Study of 2002), we found significant differences by sex and course-taking pattern in the prediction of income: Among men, CTE concentrators had the highest income, whereas among women, academic concentrators reported the greatest earnings. We observed similar levels of job satisfaction among academic and CTE concentrators. We also found that SES significantly moderated the effect of English self-efficacy and academic expectations in the prediction of income and general effort in the prediction of job satisfaction. Our findings highlight how a social cognitive framework can be used to investigate the links between high school course-taking, personal and contextual factors, and job outcomes. They additionally suggest the need to consider a broader set of outcomes for evaluating the benefits of CTE participation.

This article is designed to enhance understanding about how job characteristics motivate physical education teachers. This is an important area of research because Ministry of Education Malaysia invest so much time and money into the creation and development of their physical education teachers and it is important to understand how the work they do relates to their motivation. We applied the organizational behavior concepts of the Job Characteristics Model developed by Hackman and Oldham (1975) to physical education teachers in order to better understand the work of physical education teachers and raise awareness of this important gap in the literature. Our hope is that the proposed research agenda will spark interest in and contribute to the legitimacy of physical education as a field of research.

"Global Engineering Education Accreditation" (GEEA) is an internationally accepted quality assurance system for engineering education in universities, and technology competitions for college students are also considered important approaches to achieve the educational objectives and meet graduation requirements of GEEA in practice aspects. In this paper, the competency of guiding teachers of technology competitions for Chinese college students is evaluated through a case of "National Competition of Transportation Science and Technology for Students" (NACTranS). Firstly, 7 theoretical hypotheses of the modified "structural equation modeling" (SEM) for competency were developed by concentrating on some principles pertaining to the key concepts of GEEA. Secondly, competition results were set as the dependent variable and 3 dimensions of competition (topic selecting, works producing and team managing) were set as the independent variables under the modified SEM. Meanwhile, both administrative ranks and regional locations of universities where guiding teachers work were set as intervening vectors so as to explain the formation mechanisms of competency. Thirdly, a case study of NACTranS data from 68 universities in China's mainland was done through modified SEM calculating. The conclusions indicate that competency of guiding teachers is not only represented by 3 dimensions but also indirectly manipulated by 2 intervening vectors. According to the case calculating by modified SEM, the determinant of guiding teachers' performance in topic selecting is the administrative ranks of universities, whereas their performance in works producing is dictated by the regional locations of universities. Various improvements on the competency of guiding teachers can be carried out in schools of engineering in Chinese universities, such as sufficient academic communications, efficient industry-university-research cooperation and so on.

This study aimed to determine the influence of school principals' attributes and 21st Century Leadership skills on teachers' performance. The study is as follows. The teachers in the northern part of the National Capital Region are female, teacher I position, have rendered 5-14 years of service, and pursued higher studies after college. The teacher's attribute that influences the teacher's job performance is openness. The School Head always comes up with new ideas. They have an active imagination; creative is a deep thinker and values artistic experiences. He is dependable, organized, and persevering, which means they will accomplish their professional goals. The 21st Century Leadership Skills of the school principal that dominantly influence the teacher's job performance is the communication skills. The school head is approachable, gives clear and accurate information and instructions both in oral and written communication, discusses issues and feedback in school, listens to and appreciates teachers' ideas and suggestions, and communicates with his/her staff regularly. The teachers' performance is very satisfactory as perceived by their school heads during 2019-2020. There is a significant difference in the attributes, 21st-century leadership skills of school heads and teachers, job performance when grouped according to schools division office, and years in service. Significant relationships exist between the principals' attributes, 21st-century leadership skills, and teachers' job performance. Personal attributes and 21st-century leadership skills of the school principals significantly influence the teachers' job performance.

Job performance has long been regarded as an important factor and has become a significant indicator in determining the efficiency and effectiveness of the performance of numerous organisations. This is because an organisation's ability to sustain its operation and achieve organisational goals would depend on the performance levels of its employees, including institutions in educational settings. This paper draws from an ongoing doctoral study that aims to investigate the relationship between instructional leadership practices and teachers' job performance at high-performing vocational schools in Indonesia. This paper also discussed the issues and concepts of both aforementioned variables in past studies that could assist in constructing the conceptual framework. Although past literature in global settings had postulated a potential relationship between instructional leadership practices and job performance, there is still limited research in the relevant topic when high-performing vocational schools is concerned. As to date, little empirical data was collected concerning the aforementioned relationship in local high-performing vocational schools in Indonesia. Therefore, researchers of this study embarked on the topic presenting problems and research gaps which eventually help to construct the conceptual framework of the two variables and their relationship.

Theories of market-based school reform suggest that teacher labor markets may be inefficient because schools lack autonomy to incentivize performance in hiring, retention, and compensation. We test this empirically by comparing teacher exits in the deregulated market of New Orleans with neighboring traditional school districts. We find that the relationship between teacher performance and retention is stronger in the deregulated market. We also find positive associations between salary and performance, but only when teachers transfer from one charter school to another. While teacher retention is more closely tied to performance in New Orleans, this did not yield a net gain in teacher quality, because new teachers in New Orleans were of lower average quality than their peers in neighboring districts. [For the corresponding grantee submission, see ED610202.]

Industry commitment plays a vital role in vocational education programs, especially in vocational high schools. The involvement of the industry is the key to the success of implementing vocational education. However, how to measure industry commitment in vocational learning is still not discussed. This study aimed to develop and test the validity of an industry commitment questionnaire. The industrial commitment questionnaire validation test gradually used three techniques, namely, content validity test, pilot test, and confirmatory factor analysis (CFA). The respondents were 390 culinary students of seven state vocational schools in Yogyakarta Special Region Province, Indonesia. This study revealed that industrial commitment can be measured by 12 items of industry commitment questionnaire consisting of four career opportunity items, two performance assessment items, four involvement/participation items, and two empowerment items. This study fills a gap in the assessment of industry commitment to engagement in vocational education programs. This study has implications for vocational education practitioners to evaluate the extent of industry commitment to vocational education programs.

This study examines how middle managers support their employees' strengths use via three sequential analyses. In Study 1, an open-ended questionnaire survey of high-performing middle managers at a global manufacturer in Japan (n = 144) was conducted to collect comments on strengths use support (SUS). The grounded theory approach was used to generate four categories of SUS, and a quantitative questionnaire was developed based on the analysis. In Study 2, three dimensions of SUS (understanding employees' strengths and interests, developing strengths through challenging assignments, and supporting the accomplishment) were identified by exploratory factor analyses using the questionnaire survey data of middle managers in Japanese firms (n = 208). Study 3 examined the validity and reliability of the three-dimensional model using confirmatory factor analysis of the questionnaire survey data of middle managers in Japanese firms (n = 209).

This study aimed to examine the teacher motivation and morale in Bangkok Metropolitan Administration schools, the school effectiveness, the relationship between the factors of teacher motivation and morale in performing their jobs that influence school effectiveness, and the development of guidelines for enhancing teacher motivation and morale in relation to school effectiveness. In the study, the researcher employed a mixed research methodology. In the initial phase, questionnaires were used to collect data. The population consisted of Bangkok Metropolitan Administration school teachers who served their duty in 2022. A multistage random sampling selected 375 persons in total. Mean, percentage, and standard deviation were applied as descriptive statistics. In the last phase, the researcher conducted in-depth interviews with seven experts selected through purposive sampling to gather their perspectives on the applicability, possibility, and usefulness of the the guidelines for enhancing teacher motivation and morale in relation to school effectiveness. The data was analyzed using a content analysis method. According to the findings, the multiple correlation coefficient was 0.760 (R = 0.760 at the 0.05 level of significance. The predictive coefficient or predictive power of 57.7 percent (R2 = 0.577), with the regression coefficient () arranged in descending order: 1) Professional Success ([beta]=0.321) 2) Career Growth ([beta]=0.238) 3) School Policies ([beta]=0.162) 4) Workplace atmosphere and environment ([beta]=0.102) 5) Governance Aspects ([beta]=0.096). The forecast equations can be generated using the regression coefficients of the predictors in raw score (b) and standard score () as follows: In raw score (unstandardized score) form, the forecast equation is Y' = 1.391 + 0.255 (x 6 )0.183 (x 10 x 10) 0.124 (x 5 (x 5 )0.050 (x 3 (x 3 )0.075 (x 2 (x 2). Standardized score forecast equations Zy = 0.321 (x 6) + 0.238 (x 10) + 0.162 (x 5) + 0.102 (x 3) + 0.096 (x 2). The researcher also devised a guideline containing nineteen recommendations for enhancing the top five teacher motivation and morale factors that influence school effectiveness. There are 19 guidelines for improving teacher morale, which affects school effectiveness.

Performance is a concept that indicates the importance of work. The purpose of this article is to highlight the influence of socio-demographic characteristics on teachers' job performance. This study is conducted in the pre-university system. In this study, the quantitative method is used and the empirical data were collected using questionnaires. The main findings of the study show that there are no significant differences in the relationship between demographic factors, such as seniority in education and experience in education. There is, however, a meaningful relationship between performance and education level where teachers teach and the area (rural/urban) where they teach. It is suggested that there is a need for more studies, trainings or focus groups, which would help to identify the factors that have an impact on teachers' job performance.

For decades, the field of workplace selection has been dominated by evidence that cognitive ability is the most important factor in predicting performance. Meta-analyses detailing the contributions of a wide-range of factors to workplace performance show that cognitive ability's contribution is partly mediated by the learning of task-relevant skills and job-specific declarative knowledge. Further, there is evidence to suggest that this relationship is a function of task complexity, and partially mediated by learning performance in workplace induction and training activities. Simultaneously, evidence is mounting that stable individual differences in implicit learning exist, which are at least partially independent of traditional measures of intelligence. In this article we provide an overview of recent advances in our understanding of implicit learning, outline some of the advantages offered by its measurement, and highlight some of the challenges associated with its adoption as a measure of interest.