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Auswahl der wissenschaftlichen Literatur zum Thema „Motivational career resources“
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Zeitschriftenartikel zum Thema "Motivational career resources"
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Kundi, Yasir Mansoor, Sandrine HOLLET-HAUDEBERT und Jonathan PETERSON. „Motivational career resources and subjective career success: A longitudinal cross-lagged analysis“. Academy of Management Proceedings 2021, Nr. 1 (August 2021): 14588. http://dx.doi.org/10.5465/ambpp.2021.14588abstract.
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Cîrtiţă-Buzoianu, Cristina, Venera-Mihaela Cojocariu und Gabriel Mareş. „Motivational Essay - A Useful Tool in Career Choice?“ Postmodern Openings 12, Nr. 4 (17.12.2021): 42–61. http://dx.doi.org/10.18662/po/12.4/360.
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The proposed study is based on a double causality, such as: the need to improve the counselling tools for high school students for the appropriate choice of a career development path; the existence of the category of disadvantaged students from an economic perspective, whose difficulties in choosing a training path for their career have been augmented during the pandemic. Our research provides an analysis of how the motivational essay can be substantiated as a useful tool in career counselling activities, as well as how it can be integrated into counselling approaches for the economically disadvantaged teenagers to choose the academic development path. We have used a mixed research methodology, which complements the peer review approach with the qualitative analysis of a set of motivation essays developed by the 11th and 12th Grade students. The research aims to identify the level of development of self-analysis, self-reflection and self-assessment of motivational factors, which may be decisive in choosing a future career. The essay analysis highlights a series of elements, which reflects the dynamics of the change of motivational resources in the context of the digitalisation acceleration, of the upheavals on the labour market generated by the new social and economic context. The obtained results allow the formulation of conclusions: confirming the need for such an approach; certifying the possibility and usefulness of integrating the motivational essay into the career counsellor’s methodological portfolio and professional counselling approaches; illustrating useful effects and limits of the reflective effort generated during the essay.
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Hirschi, Andreas, Noemi Nagy, Franziska Baumeler, Claire S. Johnston und Daniel Spurk. „Assessing Key Predictors of Career Success“. Journal of Career Assessment 26, Nr. 2 (07.03.2017): 338–58. http://dx.doi.org/10.1177/1069072717695584.
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Identifying predictors of career success is one of the most considered topics in career research and practice. However, the existing literature suggests a vast array of potential predictors that cannot be economically measured. This significantly limits research and practice. To address this issue, we have integrated theoretical and meta-analytic research to propose an integrative framework of career resources, including human capital, environmental, motivational, and career management behavior resources represented by 13 distinct factors. In a multistep process, we have developed the career resources questionnaire to assess these factors in workers and college students. In two studies encompassing 873 workers and 691 students, we have confirmed reliability and factor structure, convergent validity with existing scales, and criterion validity with indicators of subjective and objective career success. The developed measure can provide researchers and practitioners with a reliable, concise, and comprehensive measure to assess the key predictors of career success.
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Glavinić, Jerko, und Ljiljana Najev Čačija. „Marketinške aktivnosti neprofitnih organizacija u funkciji motivacije mladih na volontiranje“. Oeconomica Jadertina 8, Nr. 2 (12.12.2018): 3–21. http://dx.doi.org/10.15291/oec.2737.
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The non-profit sector of recent decades arises the interest of researchers and the public not only for its growth, but also the benefits it brings to the entire society. Non-profit organizations are sectoral development initiators, whereby human resources are also needed to achieve targets oriented at different target groups. In order to successfully dedicate non-profit organizations to target groups, the paramount importance is assigned to performance of marketing activities. Key segments, namely target groups, are represented by users, donors, volunteers, employees and the general public. In the context of human resources, volunteers play a major role. Therefore, one of the tasks of marketing activities is the motivation of volunteers for their engagement. The aim of this paper is to examine the impact of non-profit organizations marketing activities on six motivational functions of volunteering among young people. These functions are: protection, values, career, society, understanding and respect. Research results suggest that marketing activities have a positive impact on motivational functions of protection and career, whereas this impact has not been confirmed on the function of understanding and value. The impact was partially confirmed on the function of society and respect. The results of the research contribute to a better understanding of volunteer motivation and the active role of the organizations in its development by applying the optimal combination of marketing activities.
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Katel, Krishna Prasad. „Teachers’ Motivational Factors and Student Learning Achievements“. Solukhumbu Multiple Campus Research Journal 5, Nr. 1 (31.12.2023): 1–14. http://dx.doi.org/10.3126/smcrj.v5i1.64887.
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The present study entitled Teachers' Motivational Factors and Student Learning Achievements tries to identify the factors responsible for low and high motivation of teachers and to investigate how far the teachers' motivational factor affects students learning achievements. I used qualitative research method and narrative design as a research methodology and unstructured interview as tool for data collection. The participants were 5 secondary level teachers of Solukhumbu district taken through purposive non-random sampling procedure. The findings were workload management, remuneration, recognition, accountability, career development, institutional environment, availability of resources, administrative efficacy, opportunities for professional growth, and autonomy. The study emphasizes the pivotal role of motivation in creating a positive classroom environment, enhancing instructional effectiveness, and providing personalized attention to students. Ultimately, motivated teachers serve as inspirational role models, fostering student engagement and driving improved learning outcomes. The implications included practical training should be given to the teachers for updating contemporary skills.
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Coetzee, Melinde, und Marais Salemon Bester. „Probing the role of psychosocial career mechanisms in the harmonious work passion-career satisfaction link“. Personnel Review 48, Nr. 5 (02.08.2019): 1135–49. http://dx.doi.org/10.1108/pr-01-2018-0023.
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Purpose The purpose of this paper is to explore the association of harmonious work passion with career satisfaction, while probing the mediating role of employees’ psychological career resources and career preoccupations as important psychosocial career mechanisms in this association. Design/methodology/approach This paper is a cross-sectional quantitative study comprising a sample of (n = 550) employees in various South African organisations. Findings The current study found that individuals’ career preferences, career drivers, career harmonisers and career adaptation preoccupations are dynamic mechanisms that regulate the link between harmonious passion and career satisfaction. Research limitations/implications The study is located in South Africa and was cross-sectional in design. Generalisation to other occupational contexts and establishing cause-effect relations were not possible. Practical implications This paper demonstrates the usefulness of harmonious work passion as an additional positive psychological construct in understanding the psychosocial motivational career mechanisms that drive employees’ career satisfaction. The mediating role of certain psychological career resources (i.e. flexible career preferences, career drivers and career harmonisers) and career adaptation preoccupations in the link between employees’ harmonious passion and career satisfaction need to be considered in career management support practices. Social implications This paper demonstrates the growing need to better understand the psychosocial mechanisms that influence employees’ career satisfaction. Originality/value The study contributed new insights that extend theory and research on the harmonious work passion phenomenon in relation to important career constructs in the work-career context by means of self-determination theory.
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Manshor, Amat Taap, und Adilah Abdullah. „Job Related Motivational Factors among Malaysian Employees“. Psychological Reports 91, Nr. 3_suppl (Dezember 2002): 1187–93. http://dx.doi.org/10.2466/pr0.2002.91.3f.1187.
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This study identified job-related motivational factors among Malaysian employees in several telecommunication companies. Responses were obtained from 1,179 employees at all levels up to senior managers and six different functional divisions, sales and marketing, human resources, finance, technical, information, technology, and support division. All employees were asked to rate the importance of Kovach's 10 job-motivational factors. These factors were good wages, job security, opportunity for career growth in the organization, good working conditions, interesting work, company loyalty to employees, tactful discipline, full appreciation of work done, sympathetic help with personal problems, and feeling of being involved in the organization. The top five factors employees identified as motivating them in their jobs were good wages, job security, company loyalty to employees, good working conditions, and full appreciation for work done. Findings were in accordance with Kovach for U.S. employees, in which the top motivational factors were good wages and job security.
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Pârjoleanu, Raluca. „Work Motivation Efficiency in the Workplace“. Postmodern Openings 11, Nr. 4 (2020): 293–309. http://dx.doi.org/10.18662/po/11.4/236.
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Employee motivation is very important for a successful organization, so any company should focus on motivating human resources if they want to stay competitive on the market and to avoid issues, such as employee retention problems that will adversely affect the business. Thus, effective motivational techniques should be implemented in any company that wants to be successful. Following the implementation of motivation methods adapted to the organization's environment and its type of employees, the satisfaction of workers will increase, and they will feel more motivated to perform at the highest standards. Studies have shown that motivating factors, such as success at work, recognition, diversification of responsibilities and career advancement, play an important role in motivating employees at work. It is important to strike a fragile balance between the level of challenges that the job brings and the resources made available to the employee. Packages that combine financial and non-monetary motivation, with coaching and mentoring activities, investing in employee development, as well as the flexibility of the work schedule, are major components of stimulating work motivation.
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Krasmik, Julia, Tatiana Iancheva und Rahmalin Bolat. „COMPARATIVE ANALYSIS OF SPORTS MOTIVATION AND PECULIARITIES OF SELF-REALIZATION AMONG KAZAKHSTAN ATHLETES“. Journal of Applied Sports Sciences 2023, Nr. 2 (21.12.2023): 76–92. http://dx.doi.org/10.37393/jass.2023.02.7.
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Athletes’ true self-realization depends on the degree of mobilization of personal resources, particularly the motivational ones, which act as long-term regulators of athletes’ activity. The optimal management of motivation at each stage of the sporting career, both in elite and amateur sports, predetermines athletes’ self-realization to a great extent. The aim of the research was to examine the motivational determinants, resilience and self-realization components and their specificity among elite athletes, amateurs, and para-Olympians. The research was conducted among 180 athletes: 60 elite athletes, 60 amateurs, and 60 para-Olympians. For the purposes of the study, we used: Questionnaire for researching the motives of sports activity, Tropnikov; Questionnaire “Motives of Sports activity”(MSA), Kalinin, adapted by Y. Krasmik (2022); Psychic Resistance Test, Muddy, adapted by D. A. Leontiev and E. I. Raskazova; Multidimensional questionnaire on personality self-realization, Kudinov. The results revealed different motivational profiles of elite athletes, amateur athletes, and para-Olympians and a specific hierarchy of motives. The level of self-realization of the athletes belonging to the three groups corresponds to the adaptive one. The established differences showed a higher level of self-realization in the group of elite athletes.
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Litvinyuk, Alexander, Svetlana Ledneva und Ekaterina Kuzub. „Target Characteristics of Creative Young Professionals in the Field of Science and Higher Education“. Education and Self Development 17, Nr. 1 (31.03.2022): 153–63. http://dx.doi.org/10.26907/esd.17.1.13.
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The article deals with the problem of rejuvenation of the staff potential in scientific organizations and higher educational institutions through the selection and motivation of talented young specialists to build their career trajectory in the field of science, high technology and higher education. The authors provide a detailed description of the target characteristics necessary for successful work in a creative environment. Based on original methods and building on the basic provisions of the theory of motivational complex work activities and use of the MMPI diagnostic test, they define the reference variant personality, and motivational profile of the scientist and compare it with the real profiles of undergraduate and graduate students wishing or not wishing to continue their graduate education with subsequent employment in a higher school or scientific organization. By logical comparison of the reference and real profiles, the article came to the paradoxical conclusion that people who are predisposed to scientific activity do not have aspirations to enter graduate school. Those who are professionally unfit for scientific activity, on the contrary, tend towards graduate school. Based on the analysis of the causes of this situation, a number of proposals for improving the system of professional selection and motivation of talented young professionals are formulated and justified. They are mainly related to the development of diagnostic tests for career guidance and the use of the postdoctoral institute. The authors suggest that the implementation of these proposals will contribute to the rejuvenation and strengthening of the human resources of higher educational institutions and scientific organizations in the Russian Federation.
Dissertationen zum Thema "Motivational career resources"
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Kundi, Yasir Mansoor. „The role of career orientations, career and personal resources, and personality traits in predicting subjective career success“. Electronic Thesis or Diss., Aix-Marseille, 2021. http://theses.univ-amu.fr.lama.univ-amu.fr/211021_KUNDI_521hgegb717gjgxv827scog96woorym_TH.pdf.
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Les chercheurs de carrière reconnaissent de plus en plus la nécessité d’élargir leur champ d’intérêt pour faire avancer dans leur domaine. Une question doit encore être abordée par les chercheurs sur les carrières est ce qui conduit au succès subjectif de carrière. De plus, les spécialistes de la carrière ont négligé les mécanismes sous-jacents et les conditions qui pourraient influer sur le succès subjectif de la carrière. En conséquence, cette thèse vise à répondre à cette question par une étude quantitative des professionnels travaillant dans différentes industries en France. Pour ce faire, nous avons mené trois études qui examinent les facteurs non abordés et inexplorés qui pourraient améliorer le succès subjectif de la carrière. Dans l’étude 1, nous avons examiné la relation entre les orientations professionnelles protéiformes et sans frontières et le succès subjectif de carrière, avec comme médiation, le job crafting. Dans l’étude 2, nous avons examiné la relation entre les ressources d’adaptabilité de la carrière et le succès subjectif de carrière, modéré par la personnalité dite du loup solitaire et le perfectionnisme positif et médiatisé par le job crafting. Dans l’étude 3, nous avons examiné la relation entre les ressources de carrière motivationnelles et le succès subjectif de carrière, médiatisé par le job crafting. Au cours des trois études, nous avons trouvé des résultats significatifs à nos prédictions théoriques, qui contribuent aux carrières, à la personnalité et au job et qui fournissent des implications pratiques tant pour les managers que pour l’employéCareer researchers are increasingly recognizing the need to expand their focus to advance the field. One question still needs to be addressed by career researchers is what leads to subjective career success ? In addition, organizational career scholars have largely neglected the underlying mechanisms and boundary conditions that might affect one’s subjective career success. Accordingly, this dissertation aims to answer this question with a quantitative study of business professionals working in various industries in France. To do so, we conducted three studies to examine the unaddressed and unexplored factors that might enhance individuals subjective career success. In study 1, we examined the relationship between protean and boundaryless career orientations and subjective career success, as mediated by employee job crafting. In study 2, we examined the relationship between career adaptability resources and subjective career success, as moderated by lone wolf personality and positive perfectionism and mediated by employee job crafting. In study 3, we examined the relationship between motivational career resources and subjective career success, as mediated by employee job crafting. Across three studies, we found general support for our theoretical predictions, which contribute to the careers, personality, and job crafting literatures and provide practical implications for both the manager and the employee
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Пархоменко, А. В., und А. В. Багмет. „Управління трудовими ресурсами підприємства в сучасних умовах господарювання (на матеріалах ТДВ ПК «Ясен»“. Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/19967.
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Пархоменко, А. В. Управління трудовими ресурсами підприємства в сучасних умовах господарювання (на матеріалах ТДВ ПК «Ясен»): магістерська робота : 073 Менеджмент / А. В. Пархоменко, А. В. Багмет ; керівник роботи Хмелевський С. М. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 77 с.Метою випускної кваліфікаційної роботи є дослідження системи управління трудовими ресурсами підприємства в сучасних умовах на прикладі ТДВ ПК «Ясен». Об’єктом випускної кваліфікаційної роботи є дослідження системи управління трудовими ресурсами на ТДВ ПК «Ясен» в сучасних умовах. Предметом роботи є розробка напрямків покращення управління трудовими ресурсами на ТДВ ПК «Ясен». В випускній кваліфікаційній роботі використано методи систематизації, групування та узагальнення науково-періодичної літератури, метод фінансових коефіцієнтів, аналізу та синтезу, математичні та статистичні методи. Наукова новизна випускної кваліфікаційної роботи полягає в тому, що вперше всебічно досліджено систему управління персоналом на підприємстві ТДВ ПК «Ясен» та визначено її основні недоліки. Практична значущість отриманих результатів полягає в можливості впровадження запропонованих заходів щодо покращення управління персоналом на підприємствах харчової промисловості України.
The purpose of the final qualification work is to study the management system of labor resources of the enterprise in modern conditions on the example of TDV PC "Ash". The object of the final qualification work is the study of the human resources management system at the CwAR PC "Yasen" in modern conditions. The subject of the work is the development of directions for improving the management of labor resources at the CwAR PC "Yasen". Methods of systematization, grouping and generalization of scientific-periodical literature, method of financial coefficients, analysis and synthesis, mathematical and statistical methods are used in the final qualification work. The scientific novelty of the final qualification work is that for the first time a comprehensive study of the personnel management system at the enterprise CwAR PC "Yasen" and identified its main shortcomings. The practical significance of the obtained results lies in the possibility of implementing the proposed measures to improve personnel management in the food industry of Ukraine.
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Al, Mutawa Omar. „Impact of volunteer management practice on volunteer motivation and satisfaction to enhance volunteer retention“. Thesis, Brunel University, 2015. http://bura.brunel.ac.uk/handle/2438/11581.
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This research has developed a research relationship model for understanding the relationship between volunteer management practice correlates and volunteer retention using volunteer motivation and volunteer satisfaction as mediators. The model uses social exchange theory, human resource management theory, volunteer functional inventory and volunteer satisfaction index as part of the theoretical underpinning for its validation and contributed to gain knowledge on the application of management theory widely used in the for-profit organisations to the non-profit and volunteer dependent sectors. A comprehensive literature review provided the basis to identify the research gap, formulate the research questions, aim and objectives, leading to the development of the theoretical framework and the research relationship model. The theoretical framework in turn enabled the researcher to develop the research methodology to collect data and test the model. The main research gap was the lack of knowledge about the correlates of volunteer management practice as determinants of volunteer retention and influence of volunteer motivation and volunteer satisfaction as mediators. The concept of mediation was introduced in this research as a novel technique that enabled the researcher to conduct a deeper investigation into the relationship between volunteer management practice correlates and volunteer retention. However prior to the introduction of the mediator concept, the original model developed by Cuskelly et al. (2006) was tested and found to be statistically insignificant. This provided the basis for modifying the model investigated by Cuskelly et al. (2006) leading to the development of the research model for this research. The various relationships developed in the research model were hypothesized. The model was tested using the data collected through the research instrument developed for the purpose. Quantitative research method was used to collect data from a sample set of volunteers using survey questionnaire in a context-free environment. Pilot survey enabled the researcher to confirm the utility of the instrument for using in the main survey. 386 participants provided their response to the online questionnaire that was posted on a web portal. The collected data was subjected to rigourous statistical tests. Descriptive statistics, reliability tests and validity tests were conducted on the data. Exploratory Factor analysis revealed underlying factors of volunteer management practice different from those identified by other researchers namely Cuskelly et al. (2006) whose model was used as the base model in this research. Further, structural equation modelling was used to test the model and verify hypothesis. The results indicated that two volunteer management practice correlates namely volunteer training and support and volunteer performance management and recognition, were found to indirectly influence volunteer retention. Volunteer training and support influenced volunteer retention through volunteer motivation as well as volunteer satisfaction. Volunteer performance management and recognition influenced volunteer retention through volunteer satisfaction. In addition volunteer planning and recruitment was identified as a moderator of volunteer training and support and volunteer performance management and recognition as correlates. These findings contribute significantly to helping both volunteer managers and volunteers in improving the intention of volunteers to stay longer with an organisation. Thus by implementing the findings of this research; volunteer managers can enhance their volunteer management practice leading to retention of volunteers for longer periods than now. The research findings contribute to theory in terms of widening the understanding of the operationalization of social exchange and HRM theories in a combined manner in understanding the relationship between volunteer management practice and volunteer retention.
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Theunissen, Michelle. „Pharmacists’ perceptions of Occupational Specific Dispensation (OSD): exploratory study of career and human resource perspectives“. University of the Western Cape, 2015. http://hdl.handle.net/11394/4780.
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Magister Pharmaceuticae - MPharmPrior to 2007, South Africa’s government became concerned about the loss and inability to retain certain professionals in its employment. Health human resources were distributed in favour of the private sector and urban areas while rural areas survived on a meagre portion of health employees. In 2007, the government introduced a re-designed remuneration structure for individual skilled professions namely, Occupation Specific Dispensation (OSD), with the goal to attract and retain professionals. This study qualitatively explores the perceptions of public sector employment (PSE) by pharmacists to extract how OSD-policy may or may not be succeeding. It also investigates the opinions of pharmacists on the promotional structure of OSD and opportunity for career advancement (CA) as a possible indication of organisational commitment. Participants were recruited from four career streams in OSD’s structure, all employed in the Department of Health, Provincial Government of the Western Cape. In the first stage of data collection, one-on-one interviews were conducted with key-informants which consisted of policy specialists (n=2) and management (n=2). In the second stage, focus group interviews were conducted comprising of production and supervisory pharmacists (n=27). Sampling strategies encompassed purposive, snowball and stratified sampling to ensure saturation of data and provide comparisons between groups and sub-groups. Thematic analysis of interview transcripts was performed using inductive coding in the first stage and apriori coding in the second stage. Themes and sub-themes were “reflexed” onto Human Resource and Work Motivation Theory by engaging a three question reflexive framework to ensure consistency in the interpretation of results. Eleven major themes emerged: overlapping of salary grades; variety of positions; being a manager of professionals; envisioning promotion; pay versus responsibility; pay equity and expectancy; OSD and attraction; OSD and retention; over-time and after-hours remuneration; interpreting OSD; and using unions to negotiate policy for professionals. 41 sub-themes that emerged were positively, negatively or neutrally connected to perceptions of PSE or CA. Positive sub-themes of PSE is that OSD has “ensured that entry level positions are extremely attractive” and OSD is “attracting more junior pharmacists to management positions”. Negative sub-themes of PSE include that a “retention strategy for experienced pharmacists tends to be neglected” and “some work related factors may nullify retention strategies”. Negative or stagnant perceptions of PSE produce an image that fails to care for individual employee needs and tarnishes the image of public sector employment. Positive sub-themes of CA are that OSD now “permits individual freedom of career path choice” and OSD “has created a variety positions through a broadened post structure”. Negative subthemes of CA are that “experienced pharmacists stagnate in their career” and “supervisors have a lot more responsibilities but get paid the same as production pharmacists”. Since the perception of career mobility is related to organizational commitment and retention, negative perceptions of career advancement may result in apprehension to develop via promotion or career path change. This can lead to employee boredom, complacency or frustration of career ambitions and eventual loss of staff. Some aspects of OSD, such as overlapping of salary grades, should be addressed by policy-developers to ensure the successful accomplishment of policy goals.
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Mannucci, Pier Vittorio. „To infinity, and beyond? Exploring the dynamics of creativity over time“. Thesis, Université Paris-Saclay (ComUE), 2016. http://www.theses.fr/2016SACLH002.
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Cette thèse explore le rôle de l'âge de carrière dans la détermination de la créativité au course de temps. Dans le premier article, je défie l'opinion communément répandue selon laquelle l'âge de carrière a un effet curviligne sur la créativité, suggérant plutôt que l'âge de la carrière n'a pas d'effet clair sur la créativité. Je soutiens que cela se produit parce que l'âge de carrière affecte la complexité cognitive, la flexibilité cognitive et la motivation intrinsèque des individus, qui ont des effets opposés sur la créativité. Je propose que ces effets opposés engendrent des différents besoins cognitifs et motivationnels à différents moments de la carrière, et ces besoins doivent être pris en charge afin de maximiser la créativité. Par conséquent, l'âge de carrière agit comme un modérateur important de la relation entre la créativité et certains de ses antécédents. Dans le second article, je teste empiriquement cette idée en regardant l'effet différentiel des deux dimensions de la connaissance, la profondeur et la variété, sur la créativité au cours de la carrière. Je trouve que l'effet de la profondeur de la connaissance devient de plus en plus négatif comme l'âge de la carrière progresse, tandis que l'effet de la variété devient de plus en plus positive. Enfin, dans le troisième article je teste ces idées au niveau de l'équipe, en regardant l'effet des ressources sur la créativité de l'équipe. Je trouve que ressources ont un effet plus fort lorsque l'âge de carrière et la collaboration répétée de l'équipe sont élevés. Les implications théoriques et pratiques sont discutéesThis dissertation explores the role of career age in shaping creativity over time. In the first paper, I challenge the commonly-held view that career age has a curvilinear effect on creativity, suggesting instead that career age does not have any clear effect on creativity. I argue that this happens because career age affects individuals’ cognitive complexity, flexibility and intrinsic motivation, which have opposite effects on creativity. I propose that these opposite effects engender different cognitive and motivational needs at different stages of the career, and these needs have to be attended to in order to maximize creativity. Consequently, career age acts as an important moderator of the relationship between creativity and some of its antecedents. In the second paper, I empirically test this idea by looking at the differential effect of two knowledge dimension, depth and breadth, on creativity over the career. I find that the effect of knowledge depth becomes more and more negative as career age progresses, while the effect of knowledge breadth becomes more and more positive. Finally, in the third paper I test these ideas at the team level of analysis, by looking at the effect of resources on team creativity. I find that the resources have a stronger effect when career age and repeated collaboration are high
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Pääkkö, Yasmina, und Kristine Samuelsson. „HRM as a motivator to share knowledge : The importance of seeing the whole picture“. Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-354424.
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Connecting Human Resource Management (HRM) and knowledge transfer through motivation is a new research area. Out of the few existing studies there is a predominance of quantitative studies, which are showing inconclusive results. As a response, this study uses a qualitative micro perspective to investigate how HRM practises influence intrinsic- and extrinsic motivation to share knowledge. It is important to divide motivation into intrinsic and extrinsic, as it impacts knowledge sharing differently. Former studies have identified a need to study the whole HRM system, therefore, to capture differences in motivation among employees exposed to the same system, this thesis takes on a single case study approach. Qualitative interviews were held with employees at an MNC that relies on knowledge intensive activities. The findings showed that employees were motivated intrinsically through career development and extrinsically by the performance management system. The supportive climate showed to influence motivation to share knowledge, both directly and indirectly. Job design was shown to work well in combination with other practises. Finally, a key finding was the importance of having an aligned HRM system.
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Lebedeva, Marina. „Business Applications of Typological Theories“. Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-125071.
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The main goal of this thesis is to find out how typological theories can benefit human resource management and business overall and to introduce one particular typological theory developed in Russia -- socionics -- to European academic and business community highlighting its peculiarities and advantages. Referring to the purpose of this thesis, case study qualitative research of exploratory nature is applied. Thematic analysis is performed to analyze the study's findings, in which three areas are identified in order to help reaching the goals of this thesis. The thesis offers practicable solutions that can be applied by individuals in matters of career planning and companies in various areas of human resource management and other business spheres to increase the level of efficiency and satisfaction.
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Aoun, Clara. „Le développement de l’employabilité sur le territoire : visions prospectives sur les métiers en tension : cas des services à la personne“. Thesis, Normandie, 2021. http://www.theses.fr/2021NORMC002.
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Le contexte actuel du marché de l’emploi se caractérise par une asymétrie. En effet, la demande d’embauche est forte dans les métiers en tension qui cependant ont du mal à recruter, attirer et fidéliser. Par exemple, les métiers des services à la personne (SAP) rencontrent des difficultés d’attractivité liées à une image sociale négative et à de mauvaises conditions de travail. La pénurie de compétences notamment transversales constitue un autre problème pour le recrutement dans les SAP. Enfin, certaines personnes sont fragilisées et incapables d’être responsables de leur employabilité. Ces constats nous poussent à nous interroger sur l’employabilité et son écosystème. En effet, ce dernier change de configuration et s’oriente vers une gouvernance partenariale et territoriale. Les entreprises d’un même territoire se réunissent pour mutualiser leurs ressources et leurs moyens. Les acteurs locaux se mobilisent afin de trouver de meilleures solutions de gestion des Ressources Humaines face aux crises économiques et sociales ressenties. Notre thèse vise à identifier les réelles problématiques d’employabilité ainsi que les leviers de développement sur le territoire. Nous nous intéressons à la façon dont la GRH-Territoriale peut être au service de l’employabilité pour les métiers en tension. Notre recherche s’appuie sur une étude qualitative de l’écosystème territorial de l’emploi dans une communauté de communes rurale. Nous avons choisi d’étudier les métiers des SAP sur le territoire « Cœur de Nacre ». En suivant une démarche prospective de type recherche-intervention, nous avons réalisé une collecte de données via 79 entretiens semi-directifs (36 demandeurs d’emploi, 11 entreprises SAP, 6 élus du territoire, 26 acteurs de la formation et de l’emploi). Nous avons mené 8 observations et 7 ateliers. Notre thèse a révélé des problématiques d’employabilité liées à une non-attractivité des métiers des SAP, à une pénurie de compétences et de motivations. D’autres freins s’ajoutent comme le manque d’orientation et les problèmes liés au transport. Les résultats nous mènent à repenser la configuration de l’écosystème de l’emploi en proposant 4 scénarios prospectifs. Ces scénarios révèlent l’importance de renforcer le rôle du territoire de proximité comme étant le maillon central de la GRH-Territoriale. Ils révèlent l’importance de travailler sur la découverte de soi, des métiers ainsi que les passerelles pour favoriser la transférabilitéThe current labor market context is characterized by asymmetry. Indeed, there is a strong demand for hiring in jobs in short-staffed, but which nevertheless have difficulties to recruit; attract and retain employees. For example, the “human care services” professions are experiencing difficulties in attracting staff due to a negative social image and bad working conditions. The shortage of skills, particularly cross-functional skills, is another problem for recruitment in the human services professions. Finally, some people are weakened and unable to become responsible for their employability. These observations lead us to question employability and its ecosystem. Indeed, the ecosystem is changing its configuration and moving towards partnership and territorial governance. Companies in the same area are coming together to pool their resources and means. Local players are mobilizing to find better Human Resources management solutions in the face of the economic and social crises being felt. Our thesis aims at identifying the real employability issues as well as the levers of development on the territory. We are interested in how Regional Human Resources Management can be at the service of employability for jobs in short-staffed. Our research is based on a qualitative study of the territorial ecosystem of employment in a rural territory. We have chosen to study the “human care services” professions in the territory of "Coeur de Nacre". Following a prospective research-intervention, we carried out a data collection via 79 semi-structured interviews (36 job seekers, 11 “human care services” companies, 6 elected officials of the territory, 26 training and employment actors). We conducted 8 observations and 7 workshops. Our thesis revealed employability problems linked to a non-attractivity of “human care services” jobs, a lack of skills and motivation. Other obstacles were added such as lack of orientation and problems related to transportation. The results lead us to rethink the configuration of the employment ecosystem by proposing 4 prospective scenarios. These scenarios reveal the importance of reinforcing the role of the proximity territory as the central link in Regional Human Resources Management. They reveal the importance of working on self and jobs discovery and on profession’s bridges to promote transferability
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Willemse, Ursula Berenice. „The motivational function of the social work manager“. Diss., 2003. http://hdl.handle.net/10500/1380.
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Motivation is critical to the effective management of social workers in an organisation. A literature study of the concept motivation and an empirical study on the motivational function of the social work manager were conducted. This exploratory/descriptive study aimed to set scientifically grounded guidelines for the implementation of motivation as management function of social work managers.
The literature indicated that motivating employees is the responsibility of social work managers. Research showed that social workers, social work managers and the organisation do benefit from motivation. The respondents indicated that motivation as a management function is important. They highlighted that intrinsic motivation and internal and external motivators influence their motivation positively. Organisational policies and a leadership style characterised by autocracy and a laissez-faire approach are demotivating.
Social work managers should apply the principles of motivation theories, motivational strategies and guidelines to maintain and sustain motivation. Conclusions and recommendations were made regarding the motivational function of the social work manager.Social work
M. Diac. (Social Work)
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Chu, Ya-Li, und 朱雅莉. „Motivation Factors Affecting College Students\' Career Choices - The Case of Enterprise Resource Planning Certification“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/mndqct.
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碩士國立勤益科技大學
資訊管理系研發科技與資訊管理碩士在職專班
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Enterprise Resource Planning (ERP) with the coverage of enterprise e-based popularization, the coverage rate is as high as 80%. Therefore, having the basic application capability of ERP system has become a necessary skill for college graduates to graduate and must be professionally licensed in recent years. It has become the basis for the ability of companies to recruit employees or promote . As a result, the current trend of certification is an unstoppable trend. This study explores the relationship between intrinsic career value, job security, job transfer, and social and personal abilities, anxiety, career information, self-confidence, and career satisfaction choices in the expected value theory of college students for ERP professional certification. Questionnaire survey was used to collect the motivation factors for college students' satisfaction with choice the enterprise resource planning professional certification, which will affect job selection in the future. A total of 700 questionnaires were distributed, and 590 valid questionnaires were recovered. The recovery rate was 84.29%. Analysis of basic data and verification hypothesis were completed by SPSS. Research findings： (1)Social barriers have a positive and significant impact on the benefit of society. (2)The inherent career value, job security, and benefit-making society in the expected value theory all have a positive and significant impact on the selection of ERP-related occupations. (3)In personal ability and self-confidence, there is a positive and significant impact on the selection of ERP-related occupations. The results of the study show that most of the hypotheses are significant. The results of this study can be used to provide suggestions for college students and schools as a remark for the start of classes and courses, provide a basis for companies to hire employees, and provide a reference for the research units, and continue to hold license examinations to achieve the identification of relevant ERP functional personnel demand. The final discussion, limitation, and future research are given.
Bücher zum Thema "Motivational career resources"
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Dancing 'round the handbags: A life-changing book and resources to support hard-working women to dance to their own tunes and find balance between work and life. St Albans, Herts: Ecademy Press, 2012.
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R, Lucas J., und James Raymond Lucas. The passionate organization: Igniting the fire of employee commitment. New York: AMACOM/American Management Association, 1999.
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The tao of coaching: Boost your effectiveness at work by inspiring those around you. Santa Monica, Calif: Knowledge Exchange, 1997.
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Taylor, John. Revealed: Using remote personality profiling to influence, negotiate and motivate. New York: Palgrave Macmillan, 2014.
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BZX628/Textbook, Open University, Hrsg. Managing and managing people. 2. Aufl. Milton Keynes: Open University, 2011.
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Managing and managing people. Milton Keynes: Open University, 2009.
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Truxillo, Donald M., David M. Cadiz und Jennifer R. Rineer. The Aging Workforce. Herausgegeben von Michael A. Hitt, Susan E. Jackson, Salvador Carmona, Leonard Bierman, Christina E. Shalley und Douglas Michael Wright. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780190650230.013.004.
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This article examines the implications of an aging workforce for human resource management (HRM). It first looks at research and theories relevant to understanding age-related changes at work, including lifespan development theories, changes in work outcomes such as motivation and performance, and the social context for age (e.g., age stereotyping). It then considers the ways that organizations can keep their employees-including those who are aging-satisfied, engaged, productive, and healthy in their jobs in terms of traditional HR practices like recruitment and selection, training, career development, and occupational safety and health. Finally, it offers suggestions on how HRM can take age differences into account and identifies a number of areas for future research.
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Gilley, Jerry W., und Ann Gilley. The Manager as Coach. Greenwood Publishing Group, Inc, 2007. http://dx.doi.org/10.5040/9798400681950.
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In theory, managers serve as guides, directors, decision makers, and energizers for their employees. Unfortunately, few managers have, themselves, been trained in the skills and techniques to get the best results from their employees, and managerial styles can run the gamut from permissive-but-ineffectual to aloof to autocratic. In The Manager as Coach, the authors focus on the key purposes of coaching—improving individual performance, solving problems, and securing results—in order to address the challenges of effective management head-on. Dispelling popular myths and misconceptions about coaching as a passing fad or a collection of superficial motivation techniques, they offer practical tools for mastering the skills of effective coaching to the benefit of employees and the organization, identifying four primary roles that managers—as coaches—play on a regular basis: trainer, career advisor, strategist, and performance appraiser. Featuring diagnostic exercises, worksheets, and a listing of resources, The Manager as Coach will help readers develop the qualities and skills to align individual and organizational goals and forge dynamic, productive relationships. Whether large or small, manufacturing or service, every organization selects managers and assigns them the task of securing results through people. In theory, managers serve as guides, directors, decision makers, and energizers for their employees. Unfortunately, few managers have, themselves, been trained in the skills and techniques to get the best results from their employees, and managerial styles can run the gamut from permissive-but-ineffectual to aloof to autocratic. This volume in The Manager as… series addresses the challenges of effective management head-on by exploring the role of manager as coach. Focusing on the key purposes of coaching—improving individual performance, solving problems, and securing results—the authors dispel popular myths and misconceptions of management coaching as a passing fad, a process of endless tutoring, or superficial motivation techniques, and offer practical tools for mastering the skills of effective coaching to the benefit of both employees and the organization. They identify four primary roles managers—as coaches—play on a regular basis: trainer, career advisor, strategist, and performance appraiser. Featuring diagnostic exercises, worksheets, and a listing of resources, The Manager as Coach will help readers develop the qualities and skills to align individual and organizational goals and forge dynamic, productive relationships.
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Bad Apples: How to Manage Difficult Employees, Encourage Good Ones to Stay, and Boost Productivity. Adams Media Corporation, 2009.
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Sember, Brette, und Terrance Sember. Bad Apples: How to Manage Difficult Employees, Encourage Good Ones to Stay, and Boost Productivity. Adams Media Corporation, 2009.
Den vollen Inhalt der Quelle findenBuchteile zum Thema "Motivational career resources"
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Srivastava, Prerna, und Kannappa V. Shetty. „Motivational Interviewing: Walking Towards Change“. In Mental Health Care Resource Book, 159–73. Singapore: Springer Nature Singapore, 2024. http://dx.doi.org/10.1007/978-981-97-1203-8_10.
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Jansen, Travis, Sharada Srinivasan und A. Haroon Akram-Lodhi. „Impervious Odds and Complicated Legacies: Young People’s Pathways into Farming in Ontario, Canada“. In Becoming A Young Farmer, 93–118. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-15233-7_4.
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AbstractOntario is the most populated province in Canada and has some of its most productive agricultural soils. However, Ontario faces problems attracting youth into agriculture. Since 1991, the province has lost about two-thirds of its 18,440 young farmers, and less than 10 per cent of Ontario’s current farmers are under the age of 35. Part of these losses can be attributed to the challenges that Ontario’s youth face in becoming a farmer. To understand these challenges, it is necessary to understand the different pathways that young people take to becoming a farmer. By understanding these pathways, it becomes possible to create more opportunities and reduce the challenges that young people must overcome. This chapter will differentiate the pathways of entry into farming for young people in Ontario, highlighting differences in how they access resources, their motivations for farming, and the type of farming that they carry out. Understanding the unique circumstances facing Ontario’s young farmers can help identify ways to encourage young people to begin a career in farming.
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Callahan, Hilary S., Michael Wolyniak, Jennifer Jo Thompson, Matthew T. Rutter, Courtney J. Murren und April Bisner. „The UNPAK Project: Much More Than a CURE“. In Transforming Education for Sustainability, 281–304. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-13536-1_16.
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AbstractOver a decade ago, faculty researchers at primarily undergraduate institutions embarked on a project motivated as much by questions about plant genomics as by commitment to undergraduate mentoring. The project gained funding from NSF and also an acronym: UNPAK, Undergraduates Phenotyping Arabidopsis Knockouts. The project aims to test ideas about how often mutation results in detectable change in plant traits important in both ecology and agriculture, relying on the premier model species in plant science, much like the lab mouse in biomedicine. UNPAK has two major tenets. First, it harnesses the hands, eyes and brains of undergraduates across many campuses to amass and analyze its data and analyses. Second, it connects faculty and students on these campuses to build and share social, cultural and human capital, essential for scientists at all stages to continue to advance and flourish. Social science colleagues have joined UNPAK to assess this second tenet and to examine its influence as student motivations and access to resources before and after graduation, and the project’s impact on faculty careers. More basically, UNPAK fosters friendships and solidarity, the underpinning of social groups that are working toward the intertwined goals of sustainability and social justice.
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Donald, William E., Maria Jakubik und P. M. Nimmi. „Preparing University Graduates for Sustainable Careers“. In Handbook of Research on Sustainable Career Ecosystems for University Students and Graduates, 320–41. IGI Global, 2023. http://dx.doi.org/10.4018/978-1-6684-7442-6.ch017.
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This chapter aims to understand how graduates believe the future of work will evolve concerning demands and resources from early careers talent and organizations, and subsequently, what steps can be taken to enhance the career readiness of individuals undertaking the university-to-work transition. Twenty-eight university graduates participated in semi-structured interviews whereby 15 graduated in 2008 during the global financial crisis, and thirteen in 2020 during the COVID-19 pandemic. The findings identified four future of work themes: ‘skill development', ‘motivation', ‘career ownership', and ‘well-being'. Additionally, four themes were identified for how university graduates can be best prepared for sustainable careers: ‘Career awareness', ‘tailored career support', ‘industry partnerships' and ‘additional career support'. Theoretical contribution comes from linking the traditional job demands-resources model to sustainable career theory and career shocks. Practical implications come from empirically informed strategies to prepare university graduates for sustainable careers.
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Janneck, Monique, Sylvie Vincent-Höper und Jasmin Ehrhardt. „Introducing the Computer-Related Self-Concept“. In Advances in Human Resources Management and Organizational Development, 65–83. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-8933-4.ch004.
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The number of women in STEM fields, especially in computer science, is still very low. Therefore, in this chapter, the computer-related self-concept (CSC) is presented as a new approach to investigate gender differences in computing careers. The computer-related self-concept comprises computer-related attitudes, emotions, and behaviors, integrating different lines of research on computer-related self-cognitions. To establish connections with career development, an extensive online survey was conducted with more than 1100 male and female computing professionals. Results show that men have a significantly more positive computer-related self-concept than women. Furthermore, as hypothesized, the computer-related self-concept shows high correlations with career motivation. Therefore, it is concluded that the computer-related self-concept is a feasible approach to investigate and understand computer-related gender differences. Possible implications regarding measures to foster women's careers in computing are discussed along with prospects for future research.
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Pipoli, Gina, und Rosa María Fuchs. „Retaining IT Professionals“. In Managing IT Human Resources, 130–49. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-60960-535-3.ch010.
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Retaining talent is one of the most important issues that HR Managers must address. This chapter discusses the retention practices model applied by IT. In accordance with the model developed by Julia Naggiar in 2001, it analyses six best practices: orientation, training, career development, motivation, compensation, feedback, and evaluation. Additionally, because of their importance, it also deals with turnover rate implications. To find the best retention practices for IT professionals, these variables have been evaluated in an investigation carried out with Latin-American IT professionals and HR Managers to find out which practices IT professionals consider paramount in retaining talent.
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Amos-Wilson, Pauline. „The Motivation for Women Choosing a Career in Policing in Pakistan“. In The Changing Patterns of Human Resource Management, 230–42. Routledge, 2017. http://dx.doi.org/10.4324/9781315189093-15.
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Flatt, Alicia, und David Drewery. „How Career Development Professionals Can Close the Gap Between Human Resources and Gen Z“. In Handbook of Research on Sustainable Career Ecosystems for University Students and Graduates, 195–213. IGI Global, 2023. http://dx.doi.org/10.4018/978-1-6684-7442-6.ch011.
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Generation Z (Gen Z) is about to be the world's largest and most educated cohort of workers. Human resource managers (HRMs) now rely heavily on the human capital of post-secondary education (PSE) Gen Z graduates. Yet, they struggle to understand how Gen Z graduates' work motivations differ from those in previous generations. This chapter proposes that career development professionals (CDPs) working in PSE can help to create sustainable relationships between Gen Z graduates and HRMs. The chapter begins with a review of Gen Z work motivations and HRM's efforts to satisfy those. It then reviews the current model of CDPs' roles (one that focuses on educating students about HRMs) and proposes an extension to that role (one that focuses on educating HRMs about graduates). Practical examples of this reimagined role in action are provided. Ultimately, the chapter offers a new way of thinking about how CDPs facilitate successful school-to-work transitions and contribute to sustainable relationships between Gen Z graduates and HRMs.
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Khumalo, Njabulo. „Possible Employment and Career Development in the South African Cannabis Market“. In Rapid Innovation and Development in the Global Cannabis Market, 246–61. IGI Global, 2023. http://dx.doi.org/10.4018/978-1-6684-6346-8.ch014.
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The aim of the chapter is to provide knowledge on the opportunities that the cannabis market has for South Africa. It further provides new models developed from the current literature on the related subjects. The industry also plans to improve the current products, which requires a lot of training and development from the existing people in the market. Therefore, this chapter will cover a range of topics such as the employment relation act, entrepreneurship competencies, human resource planning, training and development, recommendable diversity and motivational models, national qualifications framework (NQF), as well as to look at the future jobs within the cannabis industry.
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Connor, Sharon, und Hanna K. Welch. „Comorbid Medical Problems and Motivational Interviewing“. In Motivational Interviewing in HIV Care, herausgegeben von Antoine Douaihy und K. Rivet Amico, 97–104. Oxford University Press, 2019. http://dx.doi.org/10.1093/med/9780190619954.003.0010.
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As HIV treatments become more effective and accessible, people living with HIV (PLWH) are achieving longer lifespans; however, this aging population also faces a greater risk of age-related co-morbidities. Many chronic diseases affect people living with HIV disproportionately, including diabetes, ischemic heart disease, and congestive heart failure. Patient-centered healthcare should aim to optimize quality and length of life while also considering the person’s value system. Motivational interviewing (MI) has been effective in helping PLWH to better manage chronic diseases requiring behavioral modification in both high- and low-resource settings. MI is a useful approach in the complex care of PLWH and medical co-morbidities. MI can promote self-management integrating HIV care as well as other co-morbidities in the context of social and cultural factors. This chapter discusses the application of MI to achieve better control of co-morbid medical conditions in PLWH.
Konferenzberichte zum Thema "Motivational career resources"
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Förtsch, Silvia. „Yes you can, follow your goals! Individual Coaching for female Computer scientists on career development“. In Fourth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/head18.2018.8031.
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Abstract Earlier results show that female computer scientists show a lower self-efficacy compared to male colleagues. Similarly, gender-typical attributions, in the sense of gender stereotypes, are considered a disorder. As a result, a coaching program that supports computer scientists after a re-entry into professional life also, in a new orientation or with regard to management ambitions has been developed at the University of <blinded>. The measure strengthens computer scientists in their motivational resources and enables them to take advantage of professional opportunities. A scientifically founded analysis of their potential helps the coachees to become aware of their abilities and competences. The coaching program based on the potential analysis, takes important life goals of the coachees into account. Individual career plans are developed in coaching sessions, including a clear definition of the objective and implementation strategy. An open and modern corporate culture offers new opportunities of career paths for female computer scientists. If the company philosophy is based on appreciation of good performance, women in computer science are more motivated strengthen their career ambitions. Keywords: Women in computer science; self-efficacy beliefs; potential analysis; individual coaching;career development
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Litvinyuk, Aleksander A., Pavel V. Zhuravlev, Ekaterina V. Novikova, Ekaterina V. Kuzub und Felix K. Akhmedov. „Creativity of young scientists and innovative development of the economy in modern Russia“. In Sustainable and Innovative Development in the Global Digital Age. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.txmx9493.
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The purpose of the article is to identify the main reasons that hinder the formation of human resources potential of Russian higher education institutions and scientific organizations on the basis of attracting talented and creative young professionals. The scientific novelty of the work lies in the systematic study of all motivational and personal factors that promote or hinder the involvement of people with creative thinking and positive attitude to innovative activities in academic activities. The research was conducted using the “Test-system for determining the structure of human motivational complex” and personal characteristics determination system on the MMPI-2 test. The respondents were young scientists, postgraduates and students of Russian universities. The analysis of the results made it possible to conclude that the current system of state regulation of the academic labor market is inefficient, which strategically reduces the probability of innovative economic development in modern Russia. The paper makes conceptual proposals that give an opportunity to raise the level of scientific and pedagogical activity at the present stage of Russia’s development. They mainly concern qualitative changes in the system of state financing of academic organizations, increasing social prestige of building a career path in the academic sphere of activity, reducing the level of bureaucratization and regulation of labor behavior in higher education and science.
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Mackie, Calvin. „Promoting the Study of Science, Mathematics, Engineering and Technology in Urban School Districts via Video Programming“. In ASME 1999 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 1999. http://dx.doi.org/10.1115/imece1999-0637.
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Abstract This paper describes methods and theories used to alter the attitudes and motivation of the 83,000 students of the New Orleans Public School system. The project attempts to affect systemic change in the study of science, mathematics, engineering and technology via development of a motivational and informational video series from live presentations at target schools. The city of New Orleans and the New Orleans Public School system are demographically 75% and 85% African-American, respectively, and there is an overwhelming need to expose the students to role models beyond athletes and entertainers. The author has developed a comprehensive program to assist the New Orleans Public School system in developing motivation and fostering positive attitudes toward education, in general, and the study of science, math, engineering and technology, in particular. The program’s goal and vision are to convince students that they can be whatever they choose with math, science, engineering and technology as possible alternatives, presenting career opportunities well into the next century by developing the whole individual into a motivated, critical thinking human being with the ability to make life-sustaining decisions. The videos are based on successful theories and presentations the author has developed and presented. Students at target schools are pre- and post-tested to determine the presentations’ effectiveness. The videos are aired continuously on community and educational access channels across the city, reaching over 300,000 homes. Furthermore, a presently functional web site whereby students receive additional information and resources in the all areas of education including science, math and engineering complements the video series.
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Catana, Elisabeta simona. „E-LEARNING INCENTIVES FOR IMPROVING THE ENGINEERING STUDENTS’ACCURACY IN ENGLISH FOR WORK PURPOSES AND ONLINE PROFESSIONAL COMMUNICATION“. In eLSE 2019. Carol I National Defence University Publishing House, 2019. http://dx.doi.org/10.12753/2066-026x-19-121.
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Overcoming the challenges of the 21st century multicultural society whose protagonists have to master an international language of communication such as English for work purposes in a multinational, for professional online communication with foreign interlocutors, we emphasize the necessity to encourage e-learning in controlled situations at university in the English language courses and seminars for engineering students in order to raise their awareness that focusing on grammar accuracy should be their top priority for advancing their knowledge of English for their future career, future life and, last but least, for their high quality well-rounded education. This paper argues for the importance of a particular and intense focus on e-learning for improving the engineering students' English grammar accuracy in the English language seminars in a technical university, emphasizing the following aspects: 1) e-learning plays a motivational role in developing the students' English language knowledge for work purposes in our 21st century multicultural society; 2) using and developing new internet resources for advancing the students' knowledge of English grammar and vocabulary are a must as a very good knowledge of English grammar results in logical, coherent and cohesive verbal and written discourses in English for work purposes. Having analysed the engineering students' needs for professional real-life and online communication in general and technical English for a future career, this paper shows that by encouraging e-learning in order to motivate the students to enhance their knowledge of English grammar by solving online grammar exercises, getting involved in communication activities on the online platforms, doing their homework, the students will develop their English speaking, reading, listening and writing skills, proving their linguistic competence in English. That is why this paper will present: 1) the e-learning incentives for improving the students' English language accuracy; 2) the engineering students' perspective on the importance of focusing on e-learning and blended learning for developing their English grammar knowledge in the English language seminars in a technical university; 3) a methodological approach to teaching advanced English grammar to engineering students by means of traditional learning and e-learning.
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Titova, M. A. „Self-regulation resources and job satisfaction of professionals working under tense conditions“. In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.669.681.
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Job satisfaction is often attributed to the work efficiency and the psychological well-being of professionals. This article provides an overview of the cycle of studies on the relationship between self-regulation resources and job satisfaction of professionals working in high-tension environments. The research cycle involved 50 college teachers in the process of introducing of organizational changes; 41 teachers working with children with special health features; 50 staff members of the contact center and 51 trade organization employees, whose work is extremely emotional; 45 professionals of different spheres, carrying out their activities remotely in the mode of self-isolation, connected with the prevention of COVID-19 distribution. To solve the problems of the study, specially selected methods were used, among them: the test “Job satisfaction” by V. A. Rosanova — to determine the degree of satisfaction in work activity; the questionnaire “Strategic Approach to Coping Scale” by S. Hobfoll in the adaptation of N. E. Volodyanova and E. S. Starchenkova and other methods. Common features of relationships of self-regulation resources and job satisfaction of professionals working under the conditions of increased tension of work caused by different reasons have been revealed. Satisfied professionals working under tense working conditions are more characterized by high expression of career identity and career resilience as components of motivation to career, flexible application of a wide set of self-regulation resources with the prevalence of active, pro-social and indirect behaviors. The results of the research cycle can be used to develop programs to improve the psychological well-being and efficiency of the professionals.
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Levasseur, Alice. „Could Career and Technical Education Teachers&#39; Job Demands and Resources Impact Their Motivation Differently According to Employment Status?“ In AERA 2023. USA: AERA, 2023. http://dx.doi.org/10.3102/ip.23.2007021.
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Savinova, Yuliya, Natalia Sivtseva und Svetlana Latysheva. „E-LEARNING RESOURCES AS A MEANS OF DEVELOPING ENGINEERING STUDENTS’ SOFT SKILLS“. In eLSE 2019. Carol I National Defence University Publishing House, 2019. http://dx.doi.org/10.12753/2066-026x-19-149.
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Within the context of the Bologna process referring to an intergovernmental higher education reform the period of the future specialists' training is shortening, consequently, more time is spent on developing the students' hard skills that is special skills connected with the peculiarities of the definite profession. However, the research based on the surveys analysis shows that soft skills are one of the most significant parts of the career advancement. It is usually difficult to define the level of one's soft skills as they cover different skills helping to organize the professional activity in the best way. Among them there is motivation, leadership, comprehensive knowledge and knowledge of a foreign language as well. It allows concluding that language training is one of the priority orientations. The article is an attempt to show that e-learning resources can be helpful in solving the problem of correlation between class hours and self-guided work hours. The findings of the research are proved by the survey among the engineering students (bachelors) of Irkutsk State Research Technical University and Nosov Magnitogorsk State Technical University who had the opportunity to access advantages and disadvantages of learning English with the help of e-learning resources. Two groups of students were surveyed: those who initially studied English using the traditional approach and those who switched from the e-learning approach to the traditional one. The analysis showed that both groups regard the knowledge of English as a necessary component of the career advancement, as well as they note the domination of advances in using e-learning resources while mastering the English language.
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„Professional Life of Information System Graduates—Impressions and Experiences“. In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4325.
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Aim/Purpose: We explore impressions and experiences of Information Systems graduates during their first years of employment in the IT field. The results help to understand work satisfaction, career ambition, and motivation of junior employees. This way, the attractiveness of working in the field of IS can be increased and the shortage of junior employees reduced. Background: Currently IT professions are characterized by terms such as “shortage of professionals” and “shortage of junior employees”. To attract more people to work in IT detailed knowledge about experiences of junior employees is necessary. Methodology: Data from a large survey of 193 graduates of the degree program “Information Systems” at University od Applied Sciences and Arts Hannover (Germany) show characteristics of their professional life like work satisfaction, motivation, career ambition, satisfaction with opportunities, development and career advancement, satisfaction with work-life balance. It is also asked whether men and women gain the same experiences when entering the job market and have the same perceptions. Findings: The participants were highly satisfied with their work, but limitations or re-strictions due to gender are noteworthy. Recommendations for Practitioners: The results provide information on how human resource policies can make IT professions more attractive and thus convince graduates to seek jobs in the field. For instance, improving the balance between work and various areas of private life seems promising. Also, restrictions with respect to the work climate and improving communication along several dimensions need to be considered. Future Research: More detailed research on ambition and achievement is necessary to understand gender differences.
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Ferreira, Manuel E., und Celina P. Leão. „Students’ Perceptions and Effects Towards New Teaching Approach in Energy and Environment“. In ASME 2017 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/imece2017-71958.
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This paper presents the results of a new teaching approach in the Energy and Environment 6, in the 5th and last year of the Integrated Master in Mechanical Engineering of University of Minho. This curricular unit focus on the fossil fuel resources and combustion. For a Mechanical Engineering starting his/her career this status quo can be seen as an opportunity rather than a barrier. Thus, the students were invited to do a research on several subjects with the purpose to find challenges and opportunities to be addressed. The final purpose of this project was to give motivation to the students in order to find ideas for new products, services, technologies, etc., to develop in their future career, based on the idea of finding things they should do for the world rather than ask others what to do. Summing up, to promote innovation and entrepreneurship. The results of the questionnaire to obtain students’ perceptions towards the implementation of this new teaching approach and assessment methodology in order to improve and apply it in the future are discussed showing a positive result.
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MEȘTER, Liana-Eugenia, Andreea-Florina FORA, Nicoleta Georgeta BUGNAR und Margit CSIPKÉS. „FACTORS THAT INFLUENCE THE BEHAVIOR OF YOUNG PEOPLE IN MAKING THE DECISION TO START A BUSINESS. CASE STUDY“. In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/01.13.
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This study aims to analyze the behavior when making the decision to become entrepreneurs of young people aged 21-23 (economics undergraduates in their final year at universities in Romania and Hungary). The tool used in the analysis is the questionnaire applied that revealed the factors making up the behavior when deciding to start a business. Knowing their motivation will allow them to understand action decisions, development plans, as well as the perception of today's world and the new reality. Similar studies have highlighted the link between the behavior of the young generation, including starting a business, and access to the Internet using new technologies (43% of young people aged 21 to 24 spend between 4 and 8 hours a day in front of screens), lack of financial resources, difficulty in accessing funding sources, lack of career counseling or moral support from those close to you. Compared to the needs of students in Hungary, the study underlines, in the case of Romanian economists, the link between their behavior when facing the entrepreneurial decision and funding sources (lack of own funds, difficulty accessing funding sources), but also lack of career counseling. The identified solution is to support the establishment of a counseling center for economics students within the faculty following the model of the center that operates in the University of Hungary.
Berichte der Organisationen zum Thema "Motivational career resources"
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Alifia, Ulfah, Rezanti Putri Pramana und Shintia Revina. A Policy Lens on Becoming a Teacher: A Longitudinal Diary Study of Novice Teacher Professional Identity Formation in Indonesia. Research on Improving Systems of Education (RISE), Mai 2022. http://dx.doi.org/10.35489/bsg-rise-wp_2022/096.
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The early years of a teacher’s career are crucial to the formation of their professional identity—a complex process of reconciling their personal attributes with the demands of the profession. This study explores the identity formation of novice teachers in Indonesia and seeks to identify the various aspects that shape this process. Specifically, we examine how Indonesia’s current teacher policy landscape affects novice teachers’ perspectives on teaching and their profession. Through a longitudinal bimonthly diary study conducted over two years, we find that the novice teachers’ stories about their identity development revolve around five themes: initial motivation to enter the profession, beliefs about teaching and the teaching profession, satisfaction with working conditions, perceptions about major challenges during the early years, and commitment to the teaching profession and career aspiration. Our findings show that individual teachers’ personal attributes do influence the formation of their identities as teachers, but teacher policies and working conditions influence this process to a greater extent. Without support, novice teachers struggle to navigate the tension between their ideals, limited resources, and inconsistent teacher policies. These findings suggest it is necessary to redefine what it means to be a teacher by characterising the observable qualities of good teaching, linking them to student learning, and rectifying teacher policies in the Indonesian education system to be coherent with these characteristics.
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Priyamvada, Preeta, Shantanu Menon und Kushagra Merchant. Atma: Education , Inclusion and Acceleration. Indian School Of Development Management, Juni 2023. http://dx.doi.org/10.58178/2306.1024.
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Since its inception in 2007, Atma, an “accelerator” for education NGOs in India, has been providing strategic consulting and capacity building services to non-profits and voluntary organizations in the education sector. This case study traces the journey of Atma, the core strengths of this organization and the support it has provided to the ecosystem of education NGOs in India. Atma has a team of young and qualified professionals, most of whom have made a shift from their corporate careers to the development sector. The case explores this trend and attempts to understand the motivation behind such crossovers. Notably, Atma also runs a volunteering program placing skilled professionals from the private sector into its partner NGOs where their management experience can contribute effectively to the organizational development and growth potential of these partner organizations. The way these partners have benefitted from such a collaboration with Atma draws attention to a critical need of small and mid-size NGOs in India: that of capacity building support to enable them to mobilise their resources and develop capabilities to be able to deal with any roadblocks on their path of development work.
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Job Roles In the Social Sector. Indian School Of Development Management, September 2022. http://dx.doi.org/10.58178/2209.1008.
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"The last three decades have witnessed a significant professionalization of the social sector across the world. This has been coupled with an increased appreciation of for-profit values of efficiency and effectiveness; adoption of human resource management (HRM) practices for talent management; and rapid development and increased complexity of social purpose organizations (SPOs). Despite the size of employment generated by the social sector, there has been no systematic and focused inquiry into the job roles and compensation of the sector employees. Academic literature, in particular, has paid limited attention to the study of social sector careers. A number of studies touch upon different aspects of different job roles but much of this literature is segmented and in silos. This article addresses this gap by presenting a systematic literature review of 37 publications selected for review after screening of 236 records of publications. It examines the various trends in publication on social sector roles, including the period of publications; geographies covered in the sample; methodology adopted; publication type; and types of organizations covered. The review provides a comprehensive and analytical summary of existing literature on four key aspects of job roles in the social sector: ‘roles in the social sector’ (job titles, functions and competencies); ‘career paths of the roles’ (career paths and trajectories); ‘complexity of roles’ (risks, motivations, experience and gender differential); and ‘compensation practices in the social sector’. By highlighting the limitations of the existing research on the subject, the review also proposes key areas to be explored for a better understanding and documentation of the reality of social sector careers."