Thematische Bibliographien / Professional employees

Auswahl der wissenschaftlichen Literatur zum Thema „Professional employees“

Autor: Grafiati
Veröffentlicht am 4. Juni 2021
Zuletzt aktualisiert am 3. März 2023

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Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte
  6. Berichte der Organisationen

Zeitschriftenartikel zum Thema "Professional employees":

1

Siegel, Philip H., B. J. Blackwood und Sharon D. Landy. „Tax Professional Internships And Subsequent Professional Performance“. American Journal of Business Education (AJBE) 3, Nr. 5 (01.05.2010): 51–60. http://dx.doi.org/10.19030/ajbe.v3i5.428.

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How do internships influence the socialization and performance of accounting students employed in the tax department of a CPA firm? Previous research on accounting internships primarily focuses on auditing personnel. There is evidence in the literature that indicates audit and tax professionals have different work cultures. This paper examines the relationship between internships and subsequent professional performance of tax professionals as measured by promotion velocity and employee turnover. The human resource department, from seven regional CPA firms with similarly structured internship programs, provided performance, promotion and turnover data on employees who completed internships and employees who did not complete internships. The results of the study indicate that internships positively affect performance evaluations, promotions, and employee retention of tax professionals.
2

Acar, Taylan. „Variation in worker responses to subcontracted employment: A qualitative case study“. Economic and Industrial Democracy 39, Nr. 2 (05.01.2016): 332–56. http://dx.doi.org/10.1177/0143831x15624244.

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This article shows that professional skill level of employees is a key factor in the formation of employee responses to subcontracted forms of employment. In addition, the proportion of employees hired through temporary staffing arrangements compared to the core workers determines the employees’ capacity for collective action. This article uses observational and interview data from a public university hospital, where both skilled health care professionals and janitorial workers are hired through temporary staffing arrangements. The findings reveal that skilled health care professionals develop more individualistic responses to cope with the subcontracting practices, and the co-employment of subcontracted and permanent workers undermines solidarity among them. Lacking the professional skills and positioned at the bottom of the hospital hierarchy, janitorial workers opt for collective action against the hospital administration. Finally, the analysis of counter-responses of the hospital administration points to the dynamic nature of workplace relations, and the capacity of employers to reshape the responses of workers.
3

Gajda, Joanna. „Professional Adaptation of New Employees to the Organization“. System Safety: Human - Technical Facility - Environment 1, Nr. 1 (01.03.2019): 929–38. http://dx.doi.org/10.2478/czoto-2019-0118.

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AbstractThe article discusses the problem of occupational adaptation, which is a significant motivator for keeping a job. The concern of employers that the subordinates are best suited to the work they perform is important for the efficient and effective operation of the entire organization. When an employee has a sense of adaptation to the tasks and requirements of the work imposed on him, he achieves a positive state of well-being, thus striving to stay in the company for as long as possible. Efforts of the organization to ensure the required quality of work already at the stage of introduction into the organization translate into benefits from the skills and competencies of the new employee. The aim of the article is to present selected issues related to the professional adaptation of newly hired employees in the workplace. In the theoretical part, the essence and scope of professional adaptation of newly hired employees were pointed out and the factors conditioning the achievement of adaptation to the organization were analyzed. The empirical part discusses adaptation tools, which organizations use to provide employees with support in the process of introduction to work. It also examines the level of their effectiveness in adapting to work in selected aspects of the organization’s functioning.
4

Adeosun, Oluyemi Theophilus, und Waliu Mulero Adegbite. „Professional Certification and Career Development: A Comparative Analysis between Local and Foreign Certifications“. Management & Economics Research Journal 5, Nr. 1 (04.09.2022): 1–14. http://dx.doi.org/10.48100/merj.2023.253.

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Professional certification, a proficiency to validate employees' competency and readiness for career development, has recently become a subject of inquiry among researchers. There are concerns about employers' demand for foreign in place of local professional certifications in employment decisions, especially in developing countries. Therefore, this study examines the impact of indigenous and foreign professional certifications on employee career development in developing countries like Nigeria. A survey questionnaire was designed to collect data from certified and non-certified human resource professionals in Nigeria. A structural equation modeling analysis was conducted to explore the relationship between the exogenous and homogenous constructs. Findings revealed that local and foreign certifications influence the career development of the sampled employees. However, the model's explanatory power shows that foreign certification has a greater influence on career development than local certification. The study report suggests that both certifications benefit career development, thus, are relevant in career development and employment decisions.
5

Fedchenko, Anna D. „Modern research practices of professional competence formation“. Semiotic studies 2, Nr. 1 (07.06.2022): 50–56. http://dx.doi.org/10.18287/2782-2966-2022-2-1-50-56.

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The article analyzes the modern researchers theoretical ideas regarding the concept of professional competencies. The problem of professional competencies formation and development is essential under the current circumstances, as competition among production organizations increases every day. Moreover, employers are interested in highly qualified workers who are ready to achieve effective production results and contribute to the prosperity of companies via the implementation of theoretical knowledge and practical skills. The purpose of the article is to analyze the process of formation of professional competencies among employees. In this article, special attention is paid to the analysis of the most important competencies and skills of employees necessary for the full functioning of labor relations in the production process. Also, in this article, the competence-based approach to the implementation of practice-oriented training at the university for the preparation of potential employees, who are able to compete and adapt to the emergence of the latest modern technologies, has been examined and analyzed. The introduction of a competence-based approach into the higher education system is a new step in the training of highly qualified personnel who has not only a set of theoretical knowledge, but is also ready to implement the practical skills to solve various production tasks. An employee, who has received a high-quality higher education, a rich theoretical set of knowledge and practical skills, will apply his / her abilities in his work, demonstrating high efficiency. The results are presented via practical recommendations for employers and educational organizations concerning the employees formation of professional competencies.
6

Dos Santos, Luis M. „The Relationship between Organisational Psychology and Career Decision: A Study of Hospitality and Tourism Professionals“. Academic Journal of Interdisciplinary Studies 10, Nr. 3 (10.05.2021): 25. http://dx.doi.org/10.36941/ajis-2021-0061.

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Hospitality and tourism management is one of the rapid growth industries over the decades due to transportation developments. However, a significant concern of the current hospitality and tourism industry is frequent and high-level of employee turnover rate. The hospitality and tourism industry always required vocational skills and practical experiences which professionals could not gain from other business sectors and universities. Therefore, the replacement of employees, regardless of their grading and positions, is significantly expensive due to the additional costs of training and professional development. The purpose of this study is to explore and understand the reasons and motivations that cause employees and professionals in the field of hospitality to remain. Based on the Social Cognitive Career Theory, the results indicated that the sense of belonging and the balance between family responsibilities and work served as two of the key themes for their career decision. The results of this study may indicate that hotel leaders, managers, human resources planners and employers should take the results of this study as the opportunity to reform, polish and develop their employee’s satisfaction plan, training programmes and human resources planning in order to increase the satisfaction of their employees and reduce the turnover rate. Received: 11 February 2021 / Accepted: 30 March 2021 / Published: 10 May 2021
7

Pavlovska, Valentina. „THE IMPORTANCE OF PROFESSIONAL COMPETENCIES IN THE HUMAN CAPITAL EFFECTIVE USAGE“. SOCIETY, INTEGRATION, EDUCATION. Proceedings of the International Scientific Conference 2 (24.07.2015): 181. http://dx.doi.org/10.17770/sie2014vol2.674.

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The research was done on how the effectiveness of human capital exploitation is influenced by the relevance of skills required by employer. The research problem: the mismatch of employee skills to employer’s requirements gives cause to an inefficient use of human capital, causing damage to both employers and employees. Study objective: To ascertain employees, working in the banking sector, skills, education and qualification compliance with industry requirements and determine how discrepancies affect employee motivation. The ability to make impartial self-appraisal of own activities and competences, is particularly important, because only a man who is able to impartially assess may plan the future, choose the right career directions, evaluate own characteristics, and identify cumbersome obstacles.
8

Kamińska, Barbara, und Kamila Szymańczyk. „Professional Evaluation. Application of the PageRank Algorithm in Employee Rating“. Przedsiebiorczosc i Zarzadzanie 15, Nr. 2 (15.08.2014): 37–50. http://dx.doi.org/10.2478/eam-2014-0015.

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Abstract Appraisal is a tool used by both management and employees to attain their goals. Properly carried out employee performance appraisal allows to monitor the employee's actions and provides information on the level of his or her performance. Feedback in the form of appraisal motivates the employee to work more effectively and productively. Appraisal also enables to shape the personnel policy – it allows to chart employee career paths and determine training needs of an organization. For appraisal, however, to fulfil the attributed role, it needs to be carried out in a professional manner. The aim of the article is to draw attention to the importance of employee performance appraisal in the personnel management process and to provide information on the core principles of appraisal. It describes, among others, determinants, criteria as well as selected methods and techniques of appraisal. An interesting point can be the use of the PageRank algorithm which can be a good solution for rating employees.
9

Chellam, N., und D. Divya. „The effect of promoting mental health through employee assistance program“. Journal of Education, Society & Multiculturalism 3, Nr. 2 (01.12.2022): 48–60. http://dx.doi.org/10.2478/jesm-2022-0017.

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Abstract The employees are the valuable resources to any organizations. The business runs on the efficiency of employee’s performance. Their performances are determined by various factors like job skills, work culture, interpersonal and intrapersonal relationship and health. The health includes both physical and mental health. The disturbance in the mental health has an impact on the physical health which impacts the employee performance at work. Employee’s mental health primarily gets affected by their personal life. The unpleasant incident in their personal or family life affects the quality of work. They spend most of their time at workplace and feel like a second home to have supportive environment. The employer’s responsibility towards their employees in taking care of their personal is a must to provide work life balance. This is done through Employee Assistance Program (EPA) in promoting mental wellness at workplace. The program focuses on having proper communication with employees to address their professional concerns, counselling to provide professional support in addressing their personal problems and family issues and employee care to establish lasting relationship. This is to ensure the employees are connected with the organization and build trust and confidence and provide positive work environment. The satisfied employees are more productive at work and contribute to organizational growth.
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Parks, David G., Jeffrey P. Altman und Lisa A. Lavelle. „Who Are Professional Employees?“ Laboratory Medicine 26, Nr. 8 (01.08.1995): 503–6. http://dx.doi.org/10.1093/labmed/26.8.503.

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Die Auswahlen zum Thema "Professional employees" für konkrete Quellenarten können Sie auch interessieren:
Zeitschriftenartikel Dissertationen Bücher

Dissertationen zum Thema "Professional employees":

1

Silvasi-Patchin, Judith Ann 1941. „A comparison of work-related values between professional temporary employees and professional traditional employees in the aerospace industry“. Thesis, The University of Arizona, 1989. http://hdl.handle.net/10150/277241.

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One segment of the Temporary Help Services (THS) industry which has not been well researched is that of the Professional temporary employee. The career THS professional employee is an employee who categorically refuses permanent employment. There is no research which compares the professional career THS employee with the traditional employee. This study examines the work values and expectations of technical writers within one company and compares responses of career THS employees and incidental THS employees with those of permanent employees in that same company. The Campbell Organizational Survey and the Work Values Survey were administered and the results were analyzed. Except for the perception of "Benefits" work cluster there were no significant differences between the groups. It was then possible to assume that perception of the organization was held constant. Differences in work values among groups were found. Results were discussed.
2

Baker, Edna. „Professional development in 21st century skills in the Washington-Saratoga-Warren-Hamilton-Essex BOCES“. Connect to resource online, 2009. http://library2.sage.edu/archive/thesis/ED/2009baker_e.PDF.

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Thesis (E.Ed.)--The Sage Colleges, 2009.
"A Doctoral Research Project presented to Associate Professor James R. Butterworth, Doctoral Research Committee Chair, School of Education, The Sage Colleges." Suggested keywords: 21st century skills; career development; globalization; informational technology; instructional systems; mentoring; professional development; staff development; teacher training; teaching; technology. Includes bibliographical references: (p. 59-67).
3

Charalambous, Andronica. „Professional skills : a pilot study and report on cross professional competencies“. Thesis, Queensland University of Technology, 1990. https://eprints.qut.edu.au/36373/1/36373_Charalambous_1990.pdf.

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Background This study reports on those competencies used in common by different professional groups. In depth interviews, a questionnaire to four diverse professions -- engineering, nursing, human resource management (HRM) and law -- and a literature review were used to build a profile of these competencies. Graduate professionals and students were targeted. Theoretical Background The study draws on literature encompassing two major areas: professionals and students. Collectively they cover managers, executives, doctors, nurses, trainers and graduates, apprentices and tertiary students. Literature was limited in some areas such as law and was mainly sourced from Western speaking countries. Key Findings Results suggest that those skills common to the four professions surveyed and to those assessed in the literature were communication/relationship/social skills and problem solving skills. Task management was considered most important by respondents in the survey but was not emphasised in the literature. Discussion This study has taken the first step toward developing a profile of competencies common across professions. Further research encompassing hard data will need to be carried out nationally to build a fuller picture of the profile.
4

McLaren, Patricia Genose Kelloway E. Kevin. „The manager is not the boss : an investigation into managing professionals from both within and without the profession /“. Halifax, N.S. : Saint Mary's University, 2009. http://library.smu.ca:2048/login?url=.

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Swailes, Stephen. „Organisational commitment of professional employees : measurement and interaction effects“. Thesis, University of Leicester, 1999. http://hdl.handle.net/2381/7832.

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This thesis presents an exploratory study into the nature of organisational commitment among professional employees. This thesis argues that the classic definition of commitment (Mowday, Porter and Steers, 1982) has been superseded by a reshaped psychological contract that affects the employment relationship in post-industrial society. Following exploratory, qualitative research organisational commitment was conceptualised as a multi-dimensional construct involving the congruence of individual and organisational goals, effort directed at goal achievement and innovation in the work place. A Behavioural Commitment Scale was developed and construct validity was examined through a cross sectional, quantitative survey of 329 pharmaceutical chemists, 166 public sector accountants and 138 private sector accountants. Social exchange theory is used to contextualise a study of how behavioural commitment is related to professionalism, perceived organisational support and social exchange disposition. Confirmatory factor analysis supported the three-dimensional structure of the Behavioural Commitment Scale. Multiple moderated regression revealed that the influence of situational variables upon interaction effects was greater than the nature of the profession. Union membership, low tenure, and prior involuntary job change all influenced positive interactions between perceived support and exchange. Professionalism moderated the effect of social exchange on commitment. Feelings of inability to leave the organisation and job insecurity in the late career stage both interact negatively with professionalism to have detrimental affects upon behavioural commitment. The implications for human resource management include: recognition of the influence that competing commitments have upon employees and the potential for judicious use of support; and, maintaining commitment in climates of job insecurity and job immobility. Suggestions for further research are given.
6

Kelley, Patricia Kelley. „The Impact of Maternity Healthcare Employees Professional Development on Pregnant Teen Health“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3615.

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Knowledge gaps exist related to the care and education of pregnant teens. This project study addressed the problem of an inadequate amount of professional development (PD) and training for healthcare professionals (HCPs) caring for pregnant teens at a maternity clinic in the Southeastern United States. Unless HCPs are appropriately trained, the ability to meet the needs of pregnant teens is deficient and negative health outcomes for these patients are likely to be exacerbated. The humanistic learning theory was used in this phenomenological exploratory study to explore perception of 9 HCPs who had the responsibility for patient teaching, clinical care, and were full time employees at a maternity clinic. The research questions focused on the perceptions of the HCPs regarding their experiences of PD as it relates to the care of pregnant and parenting teens, strengths and weaknesses of their current PD, and how their PD could impact the health outcomes of pregnant and parenting teens. The themes developed from the interview data revealed a need for an expansion of HCP knowledge and skills to improve the healthcare of pregnant and parenting teens, as well as challenges associated with the current PD plan. The resulting project consisted of a 3-day workshop to increase the HCPs' proficiency and efficacy in caring for pregnant and parenting teens. Evaluation of the project will be through formative and summative assessment. The project contributes to positive social change at the local clinic by reinforcing the HCPs' skills in in educating, caring for, and supporting the teen parent population.
7

Badland, Hannah M. „Physical activity in a sample of New Zealand professional employees this thesis is submitted to the Auckland University of Technology in partial fulfilment of the degree of Master of Health Science, December 2003“. Full thesis. Abstract, 2003.

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Lee, Wing-yee Angela. „A study of organizational commitment of IT professionals /“. Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724170.

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9

Råsbrant, Tika. „Employees’ experiences of work-life balance“. Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30983.

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In recent years, the interest in work-life balance within organizations has increased to a great extent due to the high technology development such as smartphones, laptops, tablets etc. The existing high technology work equipment has generated a possibility for employees to be more available and work more if needed and expected by the employer. The extended availability has caused a lot of employees to increase their working time, which in turn has induced increased stress and pressure (Yarnall, 2008, 121). The consequences have led to that the dichotomy work-life and private life adopts more blurred borders and often develops into a situation like the ”role-overload” (Allvin et al., 2013, 107) and a conflict between these two life spheres becomes a fact. Nowadays, several Swedish organizations have work-life balance practices for their employees. Some of these practices are regulated under Swedish legislation, for instance parental leave and the possibility for parents with small children to work part-time. This study investigates the employees’ actual experiences of work-life balance practices and how these practices affect the employees and indirectly the employer. There is a general assumption that organizations that offer different work-life balance practices do so to attract and keep employees, which is the reason why such practices are being viewed as a positive measure (Doherty, 2004, 447). This study investigates if and in what way there are positive and/or negative experiences or consequences of work-life balance practices for the employees, which in turn also could be affecting the employers. The study is qualitative and empirical. Eight Swedish officials employed in different Swedish organizations (one informant works for an American organization) have been interviewed. The theoretical models that have been used to specify and define the research method are “The Career Active System Triad, CAST” (Baruch, 2004, 100) and “The pros and cons of alternative work arrangements” (B.H. Gottlieb, E.K. Kelloway and E. Barham 1998) and to explain the result “The role expansion theory” (Nordenmark, 2004, 47). This study reveals the informants’ reality and experiences, which shows how society through companies and organizations (mezzo level) forms and guides the individuals (micro level) to act in certain ways. This phenomenon illustrates how society generates a “collective conscience” (Durkheim in Andersen & Kaspersen, 2007, 64). This study shows that organizations and societies implicitly through legislation, rules, practices and policies generate “value rational social action” (Weber in Andersen & Kaspersen, 2007, 74-75) among the individuals, which make them act in a certain way in accordance with the value rational social action, whether or not it fits in their individual life at the moment. Nevertheless, the result also demonstrates the positive attitudes towards the work-life balance practices offered by organizations and society through legislation. These practices allow employees regardless of gender to make choices that enables them to have several roles in life, which has been verified in previous research to be beneficial for well-being and health in general.
10

Horpynchenko, O., Anna Levchenko, О. В. Горпинченко und А. О. Левченко. „Strategic Directions For The Professional Development Of The Employees In Ukraine“. Thesis, Baltija Publishing, 2016. http://dspace.kntu.kr.ua/jspui/handle/123456789/3986.

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Bücher zum Thema "Professional employees":

1

Inga, Hellberg, Saks Mike und Benoit Cecilia, Hrsg. Professional identities in transition: Cross-cultural dimensions. [Södertälje]: Department of Sociology, Göteborg University, 1999.

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2

Bagchi, Subroto. The professional companion: How to make the best of your workplace skills. New Delhi: Portfolio, published by the Penguin Group, 2012.

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Bagchi, Subroto. The professional: Defining the new standard of excellence at work. New York: Portfolio/Penguin, 2011.

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Willem, Tousijn, Hrsg. Le libere professioni in Italia. Bologna: Socièta editrice il Mulino, 1987.

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5

Svensson, Lennart, und Julia Evetts. Sociology of professions: Continental and Anglo-Saxon traditions. Göteborg: Daidalos, 2010.

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6

Yatabe, Kōichi. Jissen senmonshoku seido: Senmonshoku seido no kakuritsu ga soshiki o kasseikasuru. Tōkyō: Manejimentosha, 1987.

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Snape, Ed. Managerial and professional employees in Britain. Bradford: MCBUniversity Press, 1987.

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Bamber, Greg J. Unionism among managerial and professional employees. Durham: Durham University Business School, 1985.

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Claude, Nelisse, Zúñiga Ricardo und Université de Sherbrooke, Hrsg. L' intervention: Les savoirs en action. Sherbrooke, Québec: GGC, 1997.

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Institute, Pennsylvania Bar. Anatomy of a professional licensing prosecution. [Mechanicsburg, Pa.] (5080 Ritter Rd., Mechanicsburg 17055-6903): Pennsylvania Bar Institute, 2004.

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Buchteile zum Thema "Professional employees":

1

Bliven, AnnaMaria. „Online Employees and Employer Relations“. In Encyclopedia of Business and Professional Ethics, 1–4. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-319-23514-1_1339-1.

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Graskemper, Joseph P. „Employees and Associates“. In Professional Responsibility in Dentistry, 105–7. West Sussex, UK: John Wiley & Sons, Ltd., 2013. http://dx.doi.org/10.1002/9781118785584.ch15.

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Breeze, Ruth. „Chapter 11. Recruitment websites and the socialization of new employees“. In Engagement in Professional Genres, 197–215. Amsterdam: John Benjamins Publishing Company, 2019. http://dx.doi.org/10.1075/pbns.301.11bre.

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Messmann, Gerhard, und Regina H. Mulder. „Proactive Employees: The Relationship Between Work-Related Reflection and Innovative Work Behaviour“. In Professional and Practice-based Learning, 141–59. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-60943-0_8.

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Hilsen, Anne Inga, und Dorothy Sutherland Olsen. „Competence and Knowledge at Work“. In The Importance and Value of Older Employees, 9–20. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-2861-0_2.

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AbstractThe theme of this book is long career competence in the workplace and competence of course includes a range of skills, ability and knowledge, which makes it possible for the individual to function and contribute in the workplace. What is considered appropriate competence will vary in different organisations and be dependent on the work, profession or tasks an employee is expected to carry out. The close link between competence and work means that it is not enough to simply know something; one must know how to carry out a task. There are many theories of knowledge and how competence is developed and used; here we focus on how competence and work-related knowledge have been conceptualised and how they have been used in relation to older employees. We include organisational knowledge, situated knowledge, professional knowledge and expertise and discuss how these concepts might be useful in understanding late career competence and older employees.
6

Wilkinson, Lena Mae, und Margaret Cox. „The Effects of IT-Based Training on Employees Uptake of New Technologies in the Work-Place“. In E-Training Practices for Professional Organizations, 37–44. Boston, MA: Springer US, 2005. http://dx.doi.org/10.1007/0-387-23572-8_5.

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7

Yuniawan, Ahyar, Fuad Mas’ud und Intan Ratnawati. „The Effect of Spiritual Leadership, Organizational Support, and Islamic Work Ethic“. In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 504–10. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_64.

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AbstractEmployees and companies are two things that cannot be separated because employees play a major role in carrying out company activities. Every company tries to improve and develop its company by doing many ways related to the employee performance improvement program. To make progress and achieve the goals set, a company needs to mobilize or monitor its employees to develop its capabilities. Motivation is the driving force for work, achievement and the basis for efforts to design attractive works so that employees want to do their jobs. The internal functions of the workforce/employees are related to one another, plus other internal functions. This condition needs to be directed so that the company’s function as an entity can provide sustainable services to the community based on mutual benefit. An interesting thing about this study is how Indonesian Islamic Banks maintain Islamic nuances in running the company’s wheels and a professional work rhythm like conventional banks. This paper was conducted in Islamic banking companies in Indonesia. The sample used was employees who have worked for approximately one to two years using non-probability sampling techniques. The analytical tool used was Structural Equation Modeling (SEM). This paper examines the effect of spiritual leadership, organizational support, and Islamic work ethics on organizational citizenship behavior and employee performance. The study was conducted on 186 employees of Islamic banking in Indonesia.
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Dias-Oliveira, Eva, Filipa Sobral, Catarina Morais, A. R. Gomes und Clara Simães. „Team Leaders’ Strategies and Employees’ Professional Isolation, Burnout, and Performance During COVID19“. In Studies in Systems, Decision and Control, 371–84. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-12547-8_31.

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Dathe, Tracy, René Dathe, Isabel Dathe und Marc Helmold. „Employees“. In Management for Professionals, 191–95. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-92357-0_15.

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Poell, Rob F., und Ferd J. Van Der Krogt. „The Role of Human Resource Development in Organizational Change: Professional Development Strategies of Employees, Managers and HRD Practitioners“. In International Handbook of Research in Professional and Practice-based Learning, 1043–70. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-017-8902-8_38.

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Konferenzberichte zum Thema "Professional employees":

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Stanovova, Lyudmila, und Olga Zakharova. „Professional health and viability of EMERCOM employees“. In Proceedings of the II International Scientific-Practical Conference "Psychology of Extreme Professions" (ISPCPEP 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/ispcpep-19.2019.48.

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Wang, Yuanxin. „Professional Growth Mechanism Research of Employees Behavior“. In 2016 5th International Conference on Social Science, Education and Humanities Research. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/ssehr-16.2016.192.

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Withana, Chamadi Anusari, Jonathan Lavaro, P. W. C. Prasad und Amr Elchouemi. „Web-based Enhancement of Employees Continuous Professional Development“. In 2020 5th International Conference on Innovative Technologies in Intelligent Systems and Industrial Applications (CITISIA). IEEE, 2020. http://dx.doi.org/10.1109/citisia50690.2020.9371855.

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Cojan, Mihaela, Adrian Vilcu und Ion Verzea. „A NEW SYSTEMIC APPROACH TO DETERMINE THE WEIGHT OF PROFESSIONAL COMPETENCE TYPES IN EMPLOYABILITY EXPLANATION“. In eLSE 2019. Carol I National Defence University Publishing House, 2019. http://dx.doi.org/10.12753/2066-026x-19-191.

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Employability represents an indicator which reflects the ability of graduates of higher education to engage on labor market and involves factors from professional, technical and behavior fields. In this context, the professional competences determine a unitary and dynamic assembly of knowledge and competences that an employer is pursuing from an employee. Most of present approaches consider this concept either from an individual prospective, related to the individuals capability to get a job, or from an organizatory one, which takes into account the motivator climate through which the employers propose to entice and retain good employees. The purpose of this exploratory study is to identify the general professional skills that contribute to increasing the employability of Romanian higher education graduates from the perspective of the employers in the field of engineering. In the analysis of this study we propose a new systemic approach based on a statistic procedure for the optimization of "professional competences - employability" relationship, from employer standpoint. In this connection, a questionnaire destined to employers from technic/IT field (large companies and organizations with more than 250 employees) was drawn up, to identify the scores on different professional competences and to determine the most important of them by using the Principal Component Analysis (PCA) method. The application of this method was done after a descriptive statistical analysis of data to determine the suitability of the PCA method. The results are being shown off and compared with those from the specialized literature, and conclusions are issued from both the standpoint of professional competences - employability relationships, and for the practical software procedure utilized.
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Karreman, Joyce, Nienke van Norel, Ellen Uiters und Desiree Beaujean. „How to design work related information for low-literate employees?“ In 2014 IEEE International Professional Communication Conference (IPCC). IEEE, 2014. http://dx.doi.org/10.1109/ipcc.2014.7020378.

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Bezvikonnaya, E. „Additional Professional Education as the Condition of the Professional Competences Development among the State Employees“. In International Conference on the Theory and Practice of Personality Formation in Modern Society (ICTPPFMS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/ictppfms-18.2018.29.

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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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Polyakova, Ya N. „Employees’ Image As A Factor Of Their Professional Self-Definition“. In Pedagogical Education: History, Present Time, Perspectives. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.08.02.69.

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Verzhitskaia, Elena Nikolaevna, Alena Evgen'evna Stepanenko und Iuliia Iur'evna Tishkova. „Professional Burnour and Individual and Typological Features of Corps Employees“. In All-Russian Scientific Conference with International Participation. Publishing house Sreda, 2021. http://dx.doi.org/10.31483/r-98850.

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Shin, Liao, und Pan Yi-Chen. „Professional abilities of the employees working in digital publishing industry“. In 2010 3rd International Conference on Information Sciences and Interaction Sciences (ICIS). IEEE, 2010. http://dx.doi.org/10.1109/icicis.2010.5534717.

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Berichte der Organisationen zum Thema "Professional employees":

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VASYUKOV, O. G., V. M. BOLSHAKOVA und P. YU NAUMOV. THEORETICAL AND PRACTICAL ASPECTS OF FORMING SOCIAL RESPONSIBILITY OF STATE CIVIL EMPLOYEES. Science and Innovation Center Publishing House, 2021. http://dx.doi.org/10.12731/978-0-615-67324-0-4-12.

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Target. Currently, the development of professional values and official behavior of civil servants are relevant for training personnel for the public authority system. One of the ways to form the personality of a civil servant who is a professional is to increase the real level of his social responsibility. The article is devoted to the study of the phenomenon of social responsibility of civil servants. Method or methodology of the work. The systematic, activity-based and axiological approaches were used as methodological principles in the work. The research methods were analysis and synthesis, movement from the general to the particular, comparison and analogy, movement from the abstract to the concrete, complex generalization and classification. Results. The main results of the study include the concretization of the concept of «social responsibility of civil servants», the identification of the essential properties of social responsibility, the determination of the features of its functioning, the formulation of urgent problems for further research in this aspect. Scope of the results. The scientific results of the article can be applied when conducting psychological and pedagogical research and organizing classes in educational institutions of higher education.
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Vlaicu, Razvan, und Philip Keefer. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, September 2022. http://dx.doi.org/10.18235/0004456.

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Theory suggests that employee trust is key to productivity in organizations, but empirical evidence documenting links between trust and constraints on performance is scarce. This paper analyzes self-collected data on public sector employees from eighteen Latin American countries and finds that individual-level trust is relevant to three types of performance factors. First, high-trust employees are more willing to collaborate and share information with coworkers and are more supportive of technological innovation. Second, high-trust respondents have different perceptions of organizational constraints: they are less concerned with low staff quality or lack of discretion to innovate, and more concerned with staff shortages. Third, trust in coworkers is associated with stronger mission motivation. Instrumental variable strategies based on the transmission of trust through social and professional channels account for potential sources of endogeneity. A survey experiment on preferences for social distancing policies provides further evidence that trust enhances mission motivation: employee policy preferences align better with the implied government policy when their trust in the public sector is higher.
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Keefer, Philip, und Razvan Vlaicu. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, Dezember 2022. http://dx.doi.org/10.18235/0004596.

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Theory suggests that employee trust is key to productivity in organizations, but empirical evidence documenting links between trust and constraints on performance is scarce. This paper analyzes self-collected data on public sector employees from eighteen Latin American countries and finds that individual-level trust is relevant to three types of performance factors. First, high-trust employees are more willing to collaborate and share information with coworkers and are more supportive of technological innovation. Second, high-trust respondents have different perceptions of organizational constraints: they are less concerned with low staff quality or lack of discretion to innovate, and more concerned with staff shortages. Third, trust in coworkers is associated with stronger mission motivation. Instrumental variable strategies based on the transmission of trust through social and professional channels account for potential sources of endogeneity. A survey experiment on preferences for social distancing policies provides further evidence that trust enhances mission motivation: employee policy preferences align better with the implied government policy when their trust in the public sector is higher.
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Triakina, Olga O., Olena O. Pavlenko, Nataliia P. Volkova und Darja Kassim. Usage of E-learning Tools in Self-education of Government Officers Involved in Global Trade Activities. [б. в.], November 2018. http://dx.doi.org/10.31812/123456789/2670.

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The article concerns the issue of e-learning tools implementation, including the Customs Learning and Knowledge Community electronic platform designed by the World Customs Organization and the Trade Facilitation Implementation Guide case studies collected by the United Nations Economic Commission for Europe, into the self-education process of current government employees (within in-service training) and future public officers (within master’s programs) connected with international trade transactions. The authors give a description of the content and characteristical features of existing e-learning instruments related to training of professionals in Customs and trade fields as well as of certain tasks developed by the authors. The efficiency of the abovementioned e-learning tools has been experimentally proved in the paper, which has shown that these tools promote the growth of the professional competence of government officers and give a great opportunity for them to be involved in life-long learning to acquire various professional knowledge and skills.
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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM und Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
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Markova, Oksana M., Serhiy O. Semerikov, Andrii M. Striuk, Hanna M. Shalatska, Pavlo P. Nechypurenko und Vitaliy V. Tron. Implementation of cloud service models in training of future information technology specialists. [б. в.], September 2019. http://dx.doi.org/10.31812/123456789/3270.

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Leading research directions are defined on the basis of self-analysis of the study results on the use of cloud technologies in training by employees of joint research laboratory “Сloud technologies in education” of Kryvyi Rih National University and Institute of Information Technology and Learning Aids of the NAES of Ukraine in 2009-2018: cloud learning technologies, cloud technologies of blended learning, cloud-oriented learning environments, cloud-oriented methodological systems of training, the provision of cloud-based educational services. The ways of implementation SaaS, PaaS, IaaS cloud services models which are appropriate to use in the process of studying the academic disciplines of the cycles of mathematical, natural science and professional and practical training of future specialists in information technology are shown, based on the example of software engineering, computer science and computer engineering. The most significant advantages of using cloud technologies in training of future information technology specialists are definite, namely, the possibility of using modern parallel programming tools as the basis of cloud technologies. Conclusions are drawn; the direction of further research is indicated: designing a cloud-oriented learning environment for future specialists in computer engineering, identifying trends in the development of cloud technologies in the professional training and retraining of information technology specialists, developing a methodology for building the research competencies of future software engineering specialists by using cloud technologies.
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Mikhaleva, E., E. Babikova, G. Bezhashvili, M. Ilina und I. Samkova. VALUE STREAM PROGRAM. Sverdlovsk Regional Medical College, Dezember 2022. http://dx.doi.org/10.12731/er0618.03122022.

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In order to increase the efficiency of the work of a medical organization, it is necessary to train medical workers, employees of medical organizations, students of educational organizations in the techniques and methods of lean production, followed by the application of the acquired skills directly at the workplace in a medical organization. The purpose of the training under the program is to acquire new competencies necessary to perform professional tasks using lean manufacturing tools - mapping the value stream to ensure maximum operational efficiency of production processes. The program provides for independent work: mapping the value stream of the current, ideal and target states of the process, analysis of the value stream of the current state of the process (problem identification: spaghetti method, pyramid of problems, graph-links, summary table of root causes and contribution of the solution), development of a plan measures to achieve the target state of the process.
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Jones, Nicole S., Jeri D. Ropero-Miller, Heather Waltke, Danielle McLeod-Henning, Danielle Weiss und Hannah Barcus. Proceedings of the International Forensic Radiology Research Summit May 10–11, 2016, Amsterdam, The Netherlands. RTI Press, September 2017. http://dx.doi.org/10.3768/rtipress.2017.cp.0005.1709.

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On May 10–11, 2016, the US Department of Justice (DOJ) National Institute of Justice (NIJ), the Netherlands Forensic Institute (NFI; Dutch Ministry of Security and Justice of the Netherlands), the International Society for Forensic Radiology and Imaging (ISFRI), the International Association of Forensic Radiographers (IAFR), and NIJ’s Forensic Technology Center of Excellence (FTCoE) at RTI International organized and convened the International Forensic Radiology Research Summit (IFRRS) at the Academic Medical Center in Amsterdam. The summit assembled 40 international subject matter experts in forensic radiology, to include researchers, practitioners, government employees, and professional staff from 14 countries. The goal of this 2-day summit was to identify gaps, challenges, and research needs to produce a road map to success regarding the state of forensic radiology, including formulating a plan to address the obstacles to implementation of advanced imaging technologies in medicolegal investigations. These proceedings summarize the meeting’s important exchange of technical and operational information, ideas, and solutions for the community and other stakeholders of forensic radiology.
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Splittstoesser, Riley, Daniel Edward O'Farrell, John Hill, Terrence McMahon, Nikhil Sastry und Mark Tiemeier. 2005 ACGIH Lifting TLV: Employee-Friendly Presentation and Guidance for Professional Judgment. Office of Scientific and Technical Information (OSTI), Mai 2017. http://dx.doi.org/10.2172/1358182.

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Deal, Jennifer, Kristin Cullen, Sarah Stawiski, William Gentry und Marian Ruderman. World Leadership Survey Biannual Report on Employee Commitment and Engagement 2013–2014. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2048.

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" From the Executive Summary: ""The purpose of the World Leadership Survey (WLS) is to provide a window into how professionals, managers, and executives view their life within the organization. This view of the employee experience will help leaders of organizations understand what employees experience, and what the organization can do to improve commitment and reduce turnover. The good news for organizations in the United States and Canada (the sample for this report) is that respondents are mostly committed to their organizations, satisfied with their jobs and their pay, work more than the typical 40-hour workweek, and do not currently intend to leave their jobs. The professionals, managers, and executives surveyed feel supported by their organization and by their direct supervisor, and think that their organizations are economically stable. Unfortunately they also feel overloaded, with their work disproportionately interfering with the rest of life, and that there is a high level of political behavior within their organization. Both overload and overt political behavior can reduce individual and organizational effectiveness. This report describes the current employee experience, and what organizations can focus on to maintain and improve commitment and engagement."

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