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The Effect of Training on an Ageing Workforce’s Attitude to Digital Transformation of a Communications Company
Abstract
The rapid pace of technological change has significant implications for the modern workforce, particularly for organizations with an aging employee population. This study sought to explore the notion that a workforce nearing retirement are not interested in technology intensive training. The study employed a qualitative approach using semi-structured interviews with 13 purposively selected participants who were employees aged 55 or older in a large communications company in South Africa company. In terms of its findings, participants aged 55 and above with extensive tenure in communications companies, emphasized that aging goes beyond chronological age, reflecting a mind-set towards learning and adaptation. Contrary to stereotypes, older employees expressed a desire for technology training, but organizational barriers hindered access to such opportunities. Limited exposure to emerging technologies and discontinuation of training impedes digital transformation efforts. The study challenges misconceptions that older employees do not want to learn, revealing organizational barriers to technology training. Recommendations include providing technology training for older employees and ensuring continuous exposure to emerging technologies. The study underscores the importance of addressing age-related barriers to foster digital innovation and organizational growth in communications companies.
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Several years ago, a characteristic of leadership was the intelligence index, but in recent
years this has changed, and emotional intelligence is considered an important parameter for a leader.
A leader who shows a high index of emotional intelligence can activate his/her human potential
and subsequently others. There is a large body of literature on “what” great leaders should do,
but more emphasis needs to be placed on “how” to develop such leaders by focusing on detailed
individual behavior change and self-development. The current article aims to investigate the concept
of emotional intelligence and describe the levels of the emotional intelligence pyramid model and
how these are reflected in the role of leadership. The theoretical model is complemented by a set of
metacognitive and metaemotional strategies while emphasizing the role of technologies to provide
fertile ground for the implementation of emotional intelligence skills in leadership. The strategies
framework provides a training paradigm for implementation in education and working environments.
The results of this article provide a new theoretical framework of the emotional skills a leader must
possess, and they also provide a useful framework for cultivating them, which will promote long-term
human capital development and help everyone achieve educational and professional success. The
pyramid model of emotional intelligence and its strategies can have practical applications in any
form of leadership, as research has shown a positive correlation between these two concepts
This study aims to determine the effect of training, work environment, career development on work motivation which has an impact on employee performance at PT. Suryamas Elsindo Primatama in West Jakarta. The method used is quantitative. The sampling technique used saturated sampling, which amounted to 127 respondents. Data analysis used validity test, reliability test, classical assumption test, regression analysis, correlation coefficient analysis, coefficient of determination analysis and hypothesis testing. The results of the training research have a significant effect on work motivation by 31.0% and hypothesis testing is obtained t count > t table or (7.498 > 1.979) this is strengthened by a significance of 0.000 < 0.05. The work environment has a significant effect on work motivation by 41.1% and hypothesis testing is obtained t count > t table or (9.343 > 1.979) this is strengthened by a significance of 0.000 <0.05. Career development has a significant effect on work motivation by 29.6% and hypothesis testing is obtained t count > t table or (7.248 > 1.979) this is strengthened by a significance of 0.000 <0.05. Training, work environment and career development simultaneously have a significant effect on work motivation with the regression equation Y = 6.565 + 0.226X1 + 0.403X2 + 0.220X3, the value of determination is 52.3% and hypothesis testing is obtained F count > F table or (44.922 > 2.450), this is also reinforced with a significance of 0.000 < 0.05. Work motivation has a significant effect on employee performance by 36.4% and hypothesis testing is obtained t count > t table or (8.452 > 1.979) this is strengthened by a significance of 0.000 <0.05
Industry 4.0 is revolutionizing manufacturing processes and has a powerful impact on globalization by changing the workforce and increasing access to new skills and knowledge. World Economic Forum estimates that, by 2025, 50% of all employees will need reskilling due to adopting new technology. Five years from now, over two-thirds of skills considered important in today’s job requirements will change. A third of the essential skills in 2025 will consist of technology competencies not yet regarded as crucial to today's job requirements. In this study, we focus our discussion on the reskilling and upskilling of the future-ready workforce in the era of Industry 4.0 and beyond. We have delineated top skills sought by the industry to realize Industry 4.0 and presented a blueprint as a reference for people to learn and acquire new skills and knowledge. The findings of the study suggest that life-long learning should be part of an organization’s strategic goals. Both individuals and companies need to commit to reskilling and upskilling and make career development an essential phase of the future workforce. Great efforts should be taken to make these learning opportunities, such as reskilling and upskilling, accessible, available, and affordable to the workforce. This paper provides a unique perspective regarding a future-ready learning society as an essential integral of the vision of Industry 4.0.
The global push towards sustainable development has led to an upsurge in academic literature at the juncture of supply chain collaboration (SCC) and sustainability. The present paper aims to map this growing literature to understand how SCC can contribute to the achievement of broader Sustainable Development Goals (SDGs). Via a systematic review of literature (SLR), the paper maps key themes at the intersection of SCC and sustainable development. Relying on nine key themes, the study presents novel insights into the domain of SCC for sustainable development. The results of the SLR reveal that collaborative innovation, collaborative process and product development are key mechanisms driving SCC. However, the extant literature has not devoted much attention to the effectiveness of SCC mechanisms or their performance. Further, the current study posits that more effective SCC strategies can boost the sustainable operational performance of the supply chain (SC) by enhancing capacity building and resource utilisation. Based on the contingency approach, this study offers a novel framework linking SCC to SDGs. The study thus has the potential to help managers and practitioners identify strategic fields of action for achieving SDGs.
Popular representations of remote work often depict it as a flexible, technologically feasible, and family-friendly work arrangement. Have the images of remote working as a desirable work arrangement been challenged by the COVID-19 pandemic? What have we learned from the widespread involuntary remote work imposed on many employees during this time? To answer these questions, we analysed 40 recent empirical studies that examined work-life balance while working from home during the pandemic. Our analysis was informed by the person-environment fit theory and complemented by literature reviews on remote work conducted prior to the pandemic. We found four themes representing misfits between desirable expectations and the undesirable realities of remote work: (1) flextime vs. work intensity, (2) flexplace vs. space limitation, (3) technologically-feasible work arrangementvs. technostress and isolation, and (4) family-friendly work arrangement vs. housework and care intensity. We highlight the important role HRD practitioners can play in assisting employees to achieve a fit between their expectations and experiences of remote work.
Background:
Annually 2.5 million infants die in the first 28 days of life, with a significant regional distribution disparity. An estimated 80% of those could be saved if neonatal resuscitation were correctly and promptly initiated. A barrier to achieving the target is the knowledge and skills of healthcare workers.
Purpose:
The objective of this cluster randomized trial was to assess the improvement and retention of resuscitation skills of nurses, midwives, and birth attendants in 2 birth centers serving 60 villages in rural India using high-frequency, low-dose training.
Results:
There was a significant difference (P < .05) between the groups in the rate of resuscitation, with 18% needing resuscitation in the control group and 6% in the intervention group. The posttest scores for knowledge retention at the final 8-month evaluation were significantly better in the intervention group than in the control group (intervention group mean rank 19.4 vs control group mean rank 10.3; P < .05). The success rate of resuscitation was not significantly different among the groups.
Implications for practice:
Improved knowledge retention at 8 months and the lower need for resuscitation in the intervention group support the efficacy of the high-frequency, low-dose education model of teaching in this setting.
Implications for research:
Replication of these findings in other settings with a larger population cohort is needed to study the impact of such intervention on birth outcomes in low-resource settings.
Complex and rapidly evolving work contexts augment industry calls for future-capable graduates that can demonstrate enterprise capabilities such as critical thinking, problem-solving, collaboration, and value creation. Gaps between employers’ expectations and evaluations of higher education (HE) graduates’ enterprise capabilities continue to drive university curriculum renewal. There is a particular focus on work-integrated learning (WIL), a spectrum of industry-student engagement activities which provide valuable opportunities for developing and applying skills and knowledge, including enterprise capabilities. Despite small-to-medium enterprises (SMEs) offering fertile ground for enterprise learning, challenges limit their engagement in workplace-based WIL (internships/placements) due to resource and supervisory constraints. This study explores how co-working spaces may support SME engagement in WIL to develop enterprise capabilities, better preparing HE students for future work. It piloted two rounds of business student internships in the largest co-working space in Western Australia, surveying and interviewing both students and workplace supervisors to gauge development and understand enablers and challenges during WIL. Findings affirmed the synergistic value of SMEs and co-working spaces for fostering students’ enterprise capabilities, particularly communication and critical thinking skills, innovative behaviour, and building confidence. While some of the challenges which impact on SMEs engagement and outcomes in WIL remained, the co-working environment offered unique exposure to entrepreneurial mindsets and rich opportunities for collaboration, networking, and formal training. This study offers important insights on WIL design that increases participation among SMEs, a targeted objective of Australia’s national WIL strategy, and leverages co-working space environments to produce future-capable graduates.
The South African government has made a significant progress in the area of policy development and practice for Adult Education since independence in 1994. Still, there has been a tremendous increase in the number of adults without education. For example, KwaZulu-Natal, one of the provinces in South Africa, still recorded an increased number of illiteracy rate among adults, which further causes poverty and unemployment. The focus of this study is to explore the extend concept and ideas of andragogy are used by adult facilitators in delivering the content knowledge and how is andragogy effectively used in the knowledge transfer in Adult Education Programme in KwaZulu-Natal province. The study explores the concept of andragogy through the theoretical lens of the Theory of Andragogy. The qualitative research method was used for the study. The thematic data analysis revealed that the stakeholder involved in the planning and policymaking could do more to improve the curriculum by making it adult-friendly and adjusting the teaching method by considering the experience of adult learners during the teaching and learning process. This will make in support of the theory of andragogy which believe in the art and science of teaching an adult. It was also of importance that the study shows the level of involvement of adult learners in determining the learning method.
Although there exist numerous publications on job and task rotation from various disciplines, there is no consistent evidence of their effectiveness. Drawing on theories from industrial and organizational psychology, knowledge management, ergonomics, and management science, we meta-analytically investigated relationships between job/task rotation and employee attitudes, learning and development, psychological and physical health, and organizational performance. Due to a conceptual overlap and frequent confusion of terminology, we analyzed the design of the rotation (job rotation vs. task rotation) as a possible moderator. The three-level meta-analysis on 56 studies ( N = 284,086) showed that rotation was significantly associated with job satisfaction ( r = 0.27), organizational commitment ( r = 0.16), career success ( r = 0.31), labor flexibility ( r = 0.32), general psychological health ( r = 0.20), stress/burnout ( r = −0.13), individual performance ( r = 0.13), and productivity ( r = 0.13). Positive relationships between rotation and physical health could only be found when rotation was compared to high-intensity work. Task rotation yielded stronger relationships with attitudinal outcomes, job rotation with learning and development, psychological health, and organizational performance outcomes. Further moderator analyses showed that individualism decreased relationships between task rotation and attitudes, and correlations with organizational performance and physical health were stronger for subjective measures. The findings indicate that many expectations toward job and task rotation are not fully supported.
Industry 4.0 and Society 5.0 are reshaping the way organizations function and interact with the communities they serve. The massive penetration of computer and network applications forces organizations to digitalize their processes and provide innovative products, services, and business models. The education market is suffering changes as well, but universities seem slow to react. This paper proposes the application of an integrated digital transformation model to assess the maturity level that educational institutions have in their digital transformation processes and compares them to other industries. Particular considerations to address when using the model for higher-education institutions are discussed. Our results show that universities fall behind other sectors, probably due to a lack of effective leadership and changes in culture. This is complemented negatively by an insufficient degree of innovation and financial support.
This study is an empirical study on the impact of change management on organizational innovation through innovative behavior in the public sector. The independent variables are the four elements of change management (organizational goal, transformational leadership, participation and communication, education and training), the dependent variable is organizational innovation, and the mediating variable is the innovative behavior of members. The data used for the analysis is the Public Service Recognition Survey 2018 by KIPA (the Korea Institute of Public Administration). Hayes’ Process Macro analysis (Model 4) was performed to verify the mediating variable. As a result of the analysis, it was found that change management factors have a positive effect on innovative behavior and organizational innovation. In addition, public officials’ innovative behavior played a mediating role between change management and organizational innovation. It was confirmed that the innovative behavior of organizational members is essential to achieve organizational innovation. Among the factors of change management, participation and communication had the highest influence on innovative behavior and organizational innovation.
[NOTE: An Open Access version of this manuscript will be available shortly.]
Research in higher music education acknowledges a persistent divide between performance studies and the realities of musicians’ work. Alongside this is global pressure for curriculum that is more supportive of students’ metacognitive engagement, experiential learning and career preparation. However, the provision of these curricular elements is insufficient unless students recognise their value and engage in them at a deep level; this is because career-long employability in precarious industries such as music is underpinned by life-long and self-regulated learning. This study featured a scaffolded employability intervention with seven student musicians at a European institution. The study had three aims: to understand the students’ career-related thinking and confidence; to determine whether the intervention might be scalable; and to gauge the intervention’s potential efficacy in helping students to become conscious of their learner identity. Results indicate that student musicians are aware of the need to extend their professional capabilities but unaware of how to address these deficits. Participants realised that “learning how to learn” would help them achieve personal-professional goals. The findings suggest that similar in-curricular interventions have the potential to foster a more holistic vision of performance education such that aspiring musicians might graduate as both skilled professionals and agentic learners.
Experiential learning is an effective educational tool across many academic disciplines, including career development. Nine different institutions bridged by the National Institutes of Health Broadening Experiences in Scientific Training Consortium compared their experiments in rethinking and expanding training of predoctoral graduate students and postdoctoral scholars in the biomedical sciences to include experiential learning opportunities. In this article, we provide an overview of the four types of experiential learning approaches our institutions offer and compare the learning objectives and evaluation strategies employed for each type. We also discuss key factors for shaping experiential learning activities on an institutional level. The framework we provide can help organizations determine which form of experiential learning for career training might best suit their institutions and goals and aid in the successful design and delivery of such training.
Purpose
It is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions.
Design/methodology/approach
Blocks of influences on job satisfaction and work–life balance – personal traits, job characteristics, skills and employment properties – are estimated separately and in combination. To select the variables, the least angle regression is applied. The entropy balancing approach is used to determine causal effects. The study investigates whether imbalances are determined by private or job influences, whether firm-specific regulations and the selected control group affect the results and whether it only takes place during leisure time.
Findings
No clear effects of remote work on job satisfaction are revealed, but the impact on work–life balance is generally negative. If the imbalance is conditioned by private interests, this is not corroborated in contrast to job conditioned features. Employees working from home are happier than those who want to work at home, job satisfaction is higher and work–life balance is not worse under a strict contractual agreement than under a nonbinding commitment.
Originality/value
A wide range of personality traits, skills, employment properties and job characteristics are incorporated as determinants. The problem of causality is investigated. It is analyzed whether the use of alternative control and treatment groups leads to different results. The empirical investigation is based on new German data with three waves.
This term, self-actualization is getting more attention of researchers in resent era. Objective of this paper is providing a complete view about the contribution of self-actualization in organization. The term Self Actualization was first coined by Kurt Goldstein, refers to man's' desire for self- fulfillment, and the propensity of an individual to become actualized in his potential. This penchant getting augmented one idiosyncratically wants to become everything that he is capable of becoming. This term was familiarized as, an ultimate needs of human beings (Maslow, 1968)in his hierarchy of motivation. It was also defined by various authors in following ways; a life-long process (Rogers, 1961), a way of living (Gowan, 1972), and a challenge (Kerr, 1991) It also discussed in terms of actualizing tendency (Rogers, 1951), the longing, motive, or penchant to live up to the highest level of one’s capabilities (Globe, 1970; Goldstein, 1939; Rogers, 1961), having earned recognition in one’s field of endeavor (Reis & Callahan, 1989; Walker, Reis, & Leonard, 1992), and the individual’s urge for self-actualization is not a fixed state, but it is a process of development which does not end. The presence of self-actualized people has a role on the success of the organization. This paper provides a conclusion on the significant role of self-actualization in organization, especially in job satisfaction, job involvement and organizational commitment.
In order to reduce the spread of COVID-19, most countries around the world have decided to temporarily close educational institutions. However, learning has not stopped but is now fully taking place online as schools and universities provide remote schooling. Using existing literature and evidence from recent international data (Eurostat, PISA, ICILS, PIRLS, TALIS), this report attempts to gain a better understanding of how the COVID-19 crisis may affect students’ learning. It looks at the different direct and indirect ways through which the virus and the measures adopted to contain it may impact children’s achievement. ‘Conservative’ estimates for a few selected EU countries consistently indicate that, on average, students will suffer a learning loss. It is also suggested that COVID-19 will not affect students equally, will influence negatively both cognitive and non-cognitive skills acquisition, and may have important long-term consequences in addition to the short-term ones.
This paper addresses the limited empirical analysis of higher education students’ perceptions of contemporary labour market demands. It explores their perspectives on the health of the graduate labour market, what factors determine these and how their perceptions relate to self-perceived employability, career proactivity, career control and efforts to develop positional advantage. Further, the study examines determinants of students’ career planning, all in the context of a challenging graduate labour market and higher education systems that have become more market-driven. The paper draws on evidence from a survey among Australian and UK students (N = 433), from two institutions and across a range of disciplines. Data revealed a number of significant findings. Overall, students who reported more positive perceptions of the current labour market were more likely to develop higher self-perceptions of employability, believe they had a greater sense of control over their career yet were less engaged with proactive career behaviours. Students perceived employability, their sense of career control and their reported career proactivity positively determined their engagement in career planning. The study enhances our understanding of the impact of labour market demand-side factors on student approaches to careers. It raises significant implications for universities and their career practitioners in identifying ways of enhancing students’ career planning strategies within a more challenging labour market context.
Lesbian, gay, bisexual, and transgender (LGBTQ +) older adults face heightened risks of social isolation, given decades of discrimination. Research on telephone buddy programs with non-LGBTQ + participants has proved predominantly unsuccessful at addressing social isolation. However, evidence suggests that LGBTQ + adults may actually benefit from telephone buddy programs and in ways uniquely different from other groups. This article shares lessons learned from 35 participants across a 12-month pilot program that matched LGBTQ + older adults to mostly LGBTQ + volunteer callers of various ages. Over one-third of participants identified as people of color and over 20% as transgender or gender nonbinary. This project employed community-based participatory action research to identify, implement, and evaluate the program. Data includes information from questionnaires and telephone interviews prior to and during the program. Nearly all participants identified the importance of LGBTQ + community in addressing social isolation and loneliness. Intergenerational matches also provided promising findings for making connections. While the project aimed to capture two groups (LGBTQ + older adults experiencing isolation and volunteer callers providing support), the project revealed a third group: LGBTQ + older adults at risk of social isolation. This third group usually emerged among the “Volunteer” callers who identified concerns about their own social isolation. The persistence of structural barriers also required the program to adapt to best meet participant needs. This article concludes with lessons learned and clinical implications for social workers who are addressing social isolation and loneliness among LGBTQ + older adults.
Scaffolding and shadowing techniques have been shown to improve language learners' reading comprehension. However, little attention has been paid to the comparative effectiveness of these techniques. This study investigated the effect of three selected scaffolding techniques (peer scaffolding, distributed scaffolding, and reciprocal scaffolding) versus three types of shadowing (complete shadowing, partial shadowing, and interactive shadowing) on L2 reading comprehension. To this end, 120 intermediate level EFL learners (in 6 groups of 20 members each) were selected through convenience sampling from three language institutes in Qazvin. Each group was randomly assigned to one of the shadowing and scaffolding techniques. One way ANOVA and independent samples t-tests were used to analyze the data. The results indicated that among the three scaffolding techniques, distributed scaffolding was the most effective technique on reading comprehension. The most effective technique among shadowing groups was interactive shadowing. A significant difference was also found between the shadowing and scaffolding techniques in favor of scaffolding techniques. These findings may have theoretical and pedagogical implications for researchers, learners, teachers, and syllabus designers.
The Fourth Industrial Revolution poses significant challenges to manufacturing companies from the technological, organizational and management points of view. This paper aims to explore how top executives interpret the concept of Industry 4.0, the driving forces for introducing new technologies and the main barriers to Industry 4.0. The authors applied a qualitative case study design involving 26 semi-structured interviews with leading members of firms, including chief digital officers and chief executive officers. Company websites and annual reports were also examined to increase the reliability and validity of the results. The authors found that management desire to increase control and enable real-time performance measurement is a significant driving force behind Industry 4.0, alongside production factors. Organizational resistance at both employee and middle management levels can significantly hinder the introduction of Industry 4.0 technologies, though these technologies can also transform management functions. Multinational enterprises have higher driving forces and lower barriers to industry 4.0 than small and medium-sized companies, but these smaller companies have good opportunities, too.
Universities are moving away from linear concepts of innovation to closer co-creative approaches with external partners, which help them take on a new central role in their innovation ecosystems. This EUA study focuses on the role of universities in these innovation ecosystems by analysing the nature and changing quality of the interactions between universities, companies, governmental agencies and other public organisations in nine different European regions.
How can instructors group students into teams that interact and learn effectively together? One strand of research advocates for grouping students into teams with "good" compositions such as skill diversity. Another strand argues for deploying team-building activities to foster interpersonal relations like psychological safety. Our work synthesizes these two strands of research. We describe an experiment (N=249) that compares how team composition vs. team-building activities affect student team outcomes. In two university courses, we composed student teams either randomly or using a criteria-based team formation tool. Teams further performed team-building activities that promoted either team or task outcomes. We collected project scores, and used surveys to measure psychological safety, perceived performance, and team satisfaction. Surprisingly, the criteria-based teams did not statistically differ from the random teams on any of the measures taken, despite having compositions that better satisfied the criteria defined by the instructor. Our findings argue that, for instructors deploying a team formation tool, creating an expectation among team members that their team can perform well is as important as tuning the criteria in the tool. We also found that student teams reported high levels of psychological safety, but these levels appeared to develop organically and were not affected by the activities or compositional strategies tested. We distill these and other findings into implications for the design and deployment of team formation tools for learning environments.
Objectives
Our aims were to assess the relationship between workplace violence, job satisfaction, burnout, organisational support and turnover intention, and to explore factors associated with turnover intention among nurses in Chinese tertiary hospitals.
Methods
The purposive sampling method was used to collect data from August 2016 through January 2017. A total of 1761 nurses from 9 public tertiary hospitals in 4 provinces (municipalities) located in eastern (Beijing), central (Heilongjiang, Anhui) and western (Shaanxi) regions of China completed the questionnaires (effective response rate=85.20%). A cross-sectional study was conducted using the Workplace Violence Scale, Chinese Maslach Burnout Inventory General Survey, Minnesota Job Satisfaction Questionnaire Revised Short Version, Perceived Organizational Support-Simplified Version Scale and Turnover Intention Scale.
Results
A total of 1216 of 1706 (69.1%) participants had high turnover intention. During the previous 12 months, the prevalence of physical violence and psychological violence towards nurses was 9.60% and 59.64%, respectively. As expected, the level of turnover intention was negatively correlated with participants’ scores on job satisfaction (r=−0.367, p<0.001) and perceived organisational support (r=−0.379, p<0.001), respectively. Burnout was positively associated with turnover intention (r=0.444, p<0.001). Workplace violence was positively associated with turnover intention (β=0.035, p<0.001) in linear regression analysis. The total effect (β=0.53) of workplace violence on turnover intention comprised its direct effect (β=0.36) and its indirect effect (β=0.17).
Conclusions
Perceived organisational support served as a mediator between workplace violence, job satisfaction, burnout and turnover intention, and it had a significantly negative impact on turnover intention. Therefore, nursing managers should understand the importance of the organisation’s support and establish a reasonable incentive system to decrease turnover intention.
This paper studies the impact of Training and Development practices on the employee performance in the select Omani Public and Private sector banking organizations. The aim of the paper is to analyze the impact of training and development practices on employee performance. The study adopts descriptive research design and it imbibes both primary and secondary data. Convenience sampling method is applied for collecting the data through administering a structured questionnaire. The sample size for the study is 300. Statistical tools like Pearson Correlation Analysis, Regression Analysis and ANOVA were applied to test the proposed alternate hypothesis. The study concludes that Training and Development Practices have a positive influence on employee performance in the Omani Banking Industry
A growing literature in public management has identified the key role that innovation can play in enhancing agency efficiency, effectiveness, performance and legitimacy. However, considerably less is known about the actual sources of knowledge generating innovative activity in the public sector. This paper fills this crucial gap in the literature by explicitly analyzing the link between a key source of knowledge and ideas, universities, and the innovative activities of public organizations. By utilizing a new source of data, this paper is able to show that not only do universities play a key role in generating innovative activity in public organizations, but the nature of innovations and their impact on public sector performance are related to the role played by universities. The findings suggest that universities play a key role in generating innovative activity in public organizations as doing so can increase the quality of public services, employee job satisfaction, and interagency collaboration.
Job rotation, i.e. a lateral transfer of an employee between jobs within a company, is frequently used as a means to develop employees, learn about their abilities as well as to motivate them. We investigate the determinants and performance effects of job rotation empirically by analyzing a large panel data-set covering the German banking and financial services sector. In particular, we study (i) how prior individual performance affects the propensity to rotate and (ii) how performance changes after the rotation. We find that while both, low- and high-performers rotate, lateral moves are more frequent among low performers. However, those having been rotated between jobs achieve a higher performance in subsequent years as compared to other non-rotating employees in a comparable position. Interestingly, this effect is driven by high performers, whereas for low performers, we find no significant relationship between job rotation and future performance. The results thus suggest that firms should focus their job rotation programs on high performers and should not expect that low performers achieve performance gains when being rotated to a different function.
Biomedical graduate students receive intensive training in their scientific area of interest yet need additional skills for successful scientific careers. Aim: To promote team building, improve collaborations and enhance communication skills. Methods: An offsite yearly retreat was organized for the graduate students in our NIH-funded RISE graduate training program. Retreat themes were addressed through short presentations, case studies, live podcasts, webinars, focus groups, role play, and breakout sessions with various team building exercises to practice communication skills, and identify abilities, knowledge, values, and behaviors. Trainees gave short presentations and served as discussion leaders on topics related to the central theme. Expert guest speakers participated in discussion sessions with the trainees. Trainees evaluated the retreats at the end. Results: A total of 48 trainees, 12 RISE Program faculty and staff, and 26 external speakers from industry, academia, media/journalism, the arts, psychology, and holistic medical fields participated over 9 years. The overall average benefit of the in-person retreats was rated 4.80 on a Likert scale of 1-5 by trainees. Trainees particularly enjoyed the informal interactions with program faculty, staff, and fellow trainees. They appreciated the opportunity to learn soft skills, such as interpersonal communication, conflict resolution and leadership. Two additional retreats conducted virtually due to the COVID-19 pandemic were perceived as less beneficial. Conclusions: Off-site interactive retreats are a valuable tool for enhancing soft skills and a sense of team identity in a biomedical sciences graduate program, while covering important issues related to scientific careers.
Inspired by burgeoning scholarly interest in the role of digitalization in the COVID-19 pandemic, this paper examines how the COVID-19 pandemic is driving or constraining the digitalization of businesses around the globe. We contend that COVID‐19 is “the great accelerator” in fast-tracking the existing global trend towards embracing modern emerging technologies ushering in transformations in lifestyle, work patterns, and business strategies. Thus, COVID-19 has evolved to be a kind of “catalyst” for the adoption and increasing use of digitalization in work organization and the office, alongside presenting foreseen and unforeseen opportunities, challenges, and costs—leading to negative and positive feedback loops. In this article, we develop and advance a conceptual model by linking the different forces for and against digitalization in response to the pandemic. Our analysis indicates that adoption of emerging technologies may be hindered by vested external interests, nostalgia, and employer opportunism, as well as negative effects on employee well-being that undermine productivity, work–life balance, and future of work. Whilst digitalization may bring new opportunities, the process imparts risks that may be hard to mitigate or prepare for. Finally, we draw out the wider theoretical and practical implications of our analysis.
Purpose
The purpose of this paper is to achieve an understanding of the challenges and preconditions for inter-organizational collaborative project practices in industrial engineering projects. A framework for identifying the challenges and preconditions for inter-organizational collaboration is presented.
Design/methodology/approach
The adopted research method is qualitative, and empirical data were collected from the industrial engineering project sector in Finland. The literature related to industrial engineering projects and inter-organizational collaborative project management practices is summarized, informing the qualitative design of the study.
Findings
By analyzing empirical data from industrial engineering projects, the challenges for inter-organizational collaboration are identified in each industrial engineering project stage. A framework of preconditions for inter-organizational collaboration is identified, in which investors are advised to pay attention when deciding on the use of collaborative project management methods.
Practical implications
The findings of this study help practitioners deal effectively with mechanisms aimed at fostering and hindering inter-organizational collaborative practices. The identified preconditions for inter-organizational collaboration provide support for decision-making in every phase of an engineering project and can be used as guidelines throughout the process.
Originality/value
Inter-organizational collaborative project management practices have recently been attracting attention in the industrial engineering project setting. This research is an attempt to identify the underlying forces supporting and preventing inter-organizational collaboration in industrial engineering projects. This study offers a framework that can help academics and project management practitioners deal with the challenges affecting inter-organizational collaboration at each project stage and consider preconditions for inter-organizational collaboration in industrial engineering project settings.
Purpose
This study examines how hospitality HR professionals assess talent when recruiting college students, how MIT programs are structured, and how recruiters perceive GenZ compared to Millennials.
Design/methodology/approach
A Delphi approach was used to collect the opinions of experts in the area of hospitality recruiting and talent development.
Findings
Results showed integrity and strong work ethic are top descriptors to define talent, and prior performance and soft skills are top items assessed when hiring talent. The participants view GenZ as desiring work-life balance, tech savvy, interested in social responsibility, more accepting of differences, wanting higher salaries, and more tech savvy than Millennials.
Practical implications
Recruiters highly value prior work experience so students should be encouraged to pursue internships with companies they are interested in working for upon graduation. Providing mock interviews and networking events can help students better their soft skills. Organizations employing MIT programs should utilize realistic job previews in the selection process and make regular coaching and mentoring a key part of the program. Hospitality organizations should place emphasis on GenZ’s quest for work-life balance and find ways to take advantage of their technology savviness.
Originality/value
This study is the first to understand how hospitality organizations’ MIT programs are structured. It is one of the few to examine how talent is defined and assessed by hospitality HR professionals and compare HR professionals’ perceptions of GenZ versus Millennials.
Key words talent management, MIT programs, GenZ, hospitality industry
While medical schools espouse a commitment to the educational mission, faculty members often struggle to develop and maintain their identities as teachers. Teacher identity is important because it can exert a powerful influence on career choice, academic roles and responsibilities, and professional development opportunities. However, most faculty development initiatives focus on knowledge and skill acquisition rather than the awakening or strengthening of professional identity. The goal of this Perspective is to highlight the importance of faculty members' professional identities as teachers, explore how faculty development programs and activities can support teachers' identities, and describe specific strategies that can be used in professional development. These strategies include the embedding of identity and identity formation into existing offerings by asking questions related to identity, incorporating identity in longitudinal programs, building opportunities for community building and networking, promoting reflection, and capitalizing on mentorship. Stand-alone faculty development activities focusing on teachers' identities can also be helpful, as can a variety of approaches that advocate for organizational change and institutional support. To achieve excellence in teaching and learning, faculty members need to embrace their identities as teachers and be supported in doing so by their institutions and by faculty development.
The aim of this article is to show the increased relevance of soft skills in a continuously changing environment. A research was carried out to examine and compare students’ and employers’ perceptions regarding the importance of soft skills in different European countries. Results show that 86% of respondents indicate an increased emphasis on soft skills over the last 5–10 years and that companies consider soft skills more important than students/graduates. Furthermore, major differences have also been identified in the ranking of the 20 soft skills listed in this paper, indicating different levels of priorities. This paper suggests that companies and Higher Education Institutions (HEIs) need to work together not only to increase students’ awareness of the importance of soft skills but also to guide them in taking individual responsibility to acquire and develop these essential skills in order to continuously adapt to the changing labour market and improve their employability.
As university-industry cooperation is associated with the transfer of knowledge and technology, this collaboration is an extremely important field of study for the world's economies that helps companies become more competitive. The present research, thus, sought to explore and analyse the literature related to university-industry cooperation, using a co-citation analysis. This study's objectives were to (1) identify the main co-cited references and the groups (i.e. clusters) they form and (2) discuss the challenges this literature presented in the study of university-industry cooperation. The articles reviewed were obtained with a search of the ISI's Web of Science and were submitted to a bibliometric analysis using VOSviewer software. This systematic literature review revealed that companies are increasingly focused on cooperation with universities. The results include four clusters, namely, (1) Absorption Capacity, Knowledge and Competitiveness in University-Industry Relations, (2) Impact of Knowledge Spill-overs on University-Industry Relations, (3) Strategic Alliances for Industry Innovation, and (4) University-Industry Cooperation. This study thus contributes to a greater and more detailed understanding of the production flow, scientific practices, and trends in this new and stimulating field of research.
The COVID-19 recovery will be digital: A plan for the first 90 days
- A Baig
- B Hall
- P Jenkins
- E Lamarre
- B Mccarthy
Baig, A., Hall, B., Jenkins, P., Lamarre, E. and McCarthy, B., 2020. The COVID-19 recovery will be digital:
A plan for the first 90 days. McKinsey Digital, 14(05), pp.2020.
Effects of Training on Employee Performance: A Case Study of Bonjus and Khatib & Alami Companies
- A Halawi
- N Haydar
Halawi, A. and Haydar, N., 2018. Effects of Training on Employee Performance: A Case Study of Bonjus
and Khatib & Alami Companies. International humanities studies, 5(2), pp.24-45
Top management green commitment and green intellectual capital as enablers of hotel environmental performance: The mediating role of green human resource management
- K Haldorai
- W G Kim
- R F Garcia
Haldorai, K., Kim, W.G. and Garcia, R.F., 2022. Top management green commitment and green
intellectual capital as enablers of hotel environmental performance: The mediating role of green
human resource management. Tourism Management, 88, pp.104431.
The effectiveness of training and development strategies to improve employee performance in the construction industry in Zimbabwe: a case study of KMP Holdings
- T F Liambo
Liambo, T.F., 2018. The effectiveness of training and development strategies to improve employee
performance in the construction industry in Zimbabwe: a case study of KMP Holdings (Doctoral
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Job shadowing as one of the effective activities in the promotion process creates quality managers
- Z T Rony
- F M Lubis
- A Rizkyta
Rony, Z.T., Lubis, F.M. and Rizkyta, A., 2019. Job shadowing as one of the effective activities in the
promotion process creates quality managers. International Journal of Recent Technology and
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Evaluating the Effectiveness of How Asian-American Young Adults Apply Growth Mindset Skills in Achieving Their Career, Relationship, and Health Goals (Doctoral dissertation
- M Tran
Tran, M., 2022. Evaluating the Effectiveness of How Asian-American Young Adults Apply Growth
Mindset Skills in Achieving Their Career, Relationship, and Health Goals (Doctoral dissertation,
Saybrook University).