Journal articles on the topic 'Career in police administration'
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Riedy, Samantha M., Desta Fekedulegn, Bryan Vila, Michael Andrew, and John M. Violanti. "Shift work and overtime across a career in law enforcement: a 15-year study." Policing: An International Journal 44, no. 2 (February 24, 2021): 200–212. http://dx.doi.org/10.1108/pijpsm-08-2020-0134.
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PurposeTo characterize changes in work hours across a career in law enforcement.Design/methodology/approachN = 113 police officers enrolled in the BCOPS cohort were studied. The police officers started their careers in law enforcement between 1994 and 2001 at a mid-sized, unionized police department in northwestern New York and continued to work at this police department for at least 15 years. Day-by-day work history records were obtained from the payroll department. Work hours, leave hours and other pay types were summarized for each calendar year across their first 15 years of employment. Linear mixed-effects models with a random intercept over subject were used to determine if there were significant changes in pay types over time.FindingsA total of 1,617 individual-years of data were analyzed. As the police officers gained seniority at the department, they worked fewer hours and fewer night shifts. Total paid hours did not significantly change due to seniority-based increases in vacation time. Night shift work was increasingly in the form of overtime as officers gained seniority. Overtime was more prevalent at the beginning of a career and after a promotion from police officer to detective.Originality/valueShiftwork and long work hours have negative effects on sleep and increase the likelihood of on-duty fatigue and performance impairment. The results suggest that there are different points within a career in law enforcement where issues surrounding shiftwork and long work hours may be more prevalent. This has important implications for predicting fatigue, developing effective countermeasures and measuring fatigue-related costs.
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Grimaud, Maurice. "Police et politique. Souvenirs d'un préfet de police." Revue française d'administration publique 91, no. 1 (1999): 483–93. http://dx.doi.org/10.3406/rfap.1999.3322.
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Police and Politics Memories of a Prefect of Police After a brief historical account of the function of the prefect of police, Maurice Grimaud recalls the difficulties encountered by five of his predecessors in this function when they were divided between their duty of loyalty and their own opinions. The author, using three key events in his own career, then illustrates the sometimes difficult relations which arise between political powers and the representative of the authority of the state. Director General of national security at the beginning of the 1960s, prefect of police during the troubles of May 1968, member of the Minister for Home Office’s team at the beginning of the 1980s, Maurice Grimaud recalls the balance which, in times of exceptional circumstances, must be struck between legality and state security, loyalty and personal initiative, repression and conciliation.
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Burke, Ronald J., Eugene Deszca, and Jon Shearer. "Career Orientations and Burnout in Police Officers." Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration 1, no. 1 (April 8, 2009): 179–94. http://dx.doi.org/10.1111/j.1936-4490.1984.tb00729.x.
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Renaudie, Olivier. "La police et les alternances politiques." Revue française d'administration publique 91, no. 1 (1999): 421–33. http://dx.doi.org/10.3406/rfap.1999.3316.
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The Police and Political Alternations. The effect of shifts in political power allows the level of politicisation of key posts to be ascertained by following the career paths of their occupants. The influence of political alternations on the nominations at the head of police authorities varies a lot from one authority to another. Moreover, promotions are more or less swift depending upon the function exercised. It appears that the politicisation of the police, and particularly of authorities, is real, but that it is not uniform, and especially that the political criterion is not the only one used to designate appointments.
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OH, SUNG EUN. "The Present Situation of Title, Human Resource, Program on Career Development Center of University in Korea." Korean Association For Learner-Centered Curriculum And Instruction 23, no. 22 (November 30, 2023): 493–515. http://dx.doi.org/10.22251/jlcci.2023.23.22.493.
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Objectives The Object of this study was investigate the title, Human Resource, Program on Career Development Center of University in Korea.
Methods The purposes of this study were to explore the tile, Programe related to be carried on by Carer Development Center of University in Korea. it was surveyed by homepage of career development center and analysis data to chi-square test by SPSS.
Results First, the category of tile of CDC in Korea is variety. So University have police to make integrating title from old title. Second, Human Resource of CDC have been focused to general administrative job in university administration. Third, the program of CDC have managed to off-line program and old job recruitment.
Conclusions First, The title of CDC is changed to be a name of integral operating system Second, university invest manpower of CDC in specialist. Third, the CDC of university develop the new program reflected new industry of labor.
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Flyagin, Artem. "POSTCAREER OF RUSSIAN GOVERNORS 1991‒2020: MAIN DIRECTIONS." Вестник Пермского университета. Политология 15, no. 2 (2021): 120–28. http://dx.doi.org/10.17072/2218-1067-2021-2-120-128.
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The author collected and analyzed the biographies of all heads of the Russian regions who held their posts from 1991 to 2020. The main focus of this work was the careers of former heads of regions after their end of term. Information about the post-career of regional heads was found in 268 cases. The most popular directions of the post-governor career were federal government and business. Regional administration is much less popular, and local administration are almost not represented. In most cases, the governorship was a springboard in one's career. An analysis of changes in the main directions of post-career development over time showed a clear reflection of the consequences of the policy of “recentralization”: the marginalization of regional and local politics and the focus of former governors on the transition to central government are traced. In addition, the high popularity of business structures prompts the conclusion about plutocratization of the regional level of power.
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Doherty, Kathleen M., David E. Lewis, and Scott Limbocker. "Presidential Control and Turnover in Regulatory Personnel." Administration & Society 51, no. 10 (September 18, 2019): 1606–30. http://dx.doi.org/10.1177/0095399719875458.
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Career executives often occupy administrative positions that determine the pace and content of policy, such as those responsible for developing regulations. Yet, presidential administrations need control over these positions to achieve policy aims. This article considers the extent to which new presidential administrations marginalize career executives in key regulatory positions by transferring responsibilities to another individual and whether the mere expectation of political conflict with a new administration drives career regulators from their positions. Using unique new data on 866 career regulators that led major rulemaking efforts between 1995 and 2013, we demonstrate that turnover among career executives in key regulatory positions increases following a party change in the White House. Turnover also increases during a presidential election year, but this effect is conditioned by bureaucrats’ expectations of the election outcome. Finally, career executives are more likely to depart in response to favorable labor market conditions. Given our findings that turnover in regulatory responsibilities is driven both by presidential marginalization and strategic exit by bureaucrats, we conclude with implications for presidential efforts to control the administrative state.
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Röbken, Heinke. "Career Paths of German Business Administration Academics." German Journal of Human Resource Management: Zeitschrift für Personalforschung 23, no. 3 (August 2009): 219–36. http://dx.doi.org/10.1177/239700220902300303.
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The question of how the career path for professors should be structured is a central issue in the current debate on reforming higher education in Germany. In order to substantiate current discussions on promotion and faculty development this study presents empirical data on the biographies of 699 professors of business administration at German universities. The internet-based data collection provides descriptive analyses on the pathways to the professiorate, including age, sex, educational background, mobility and social networks of business professors. The results suggest that career opportunities for academics in business administration vary widely across different age cohorts. Business professors in Germany show a high mobility, and the ability to accumulate social capital differs significantly between male and female professors. The implications for policy makers and young academics are discussed.
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Maranto, Robert, Manuel P. Teodoro, Kristen Carroll, and Albert Cheng. "Gendered Ambition: Men’s and Women’s Career Advancement in Public Administration." American Review of Public Administration 49, no. 4 (October 20, 2018): 469–81. http://dx.doi.org/10.1177/0275074018804564.
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We explore the relationships between gender, career ambition, and the emergence of executive leadership. Growing research in public administration shows that career systems shape bureaucrats’ ambitions, political behavior, and management. Yet career systems are not neutral conduits of talent: Administrators are more likely to pursue advancement when career systems favor them. This study proposes that women and men respond to gendered public career systems. Using national- and state-level data on public school managers in the United States, we find gender disparities in the career paths that lead educators from the classroom to the superintendent’s suite. Specifically, we find that female and elementary school teachers advance more slowly than male and secondary school teachers. We also find gender disparities in certification and experience among principals. Accordingly, female and elementary principals report lower levels of ambition. Such gendered career systems may lead to biases in policy agendas and public management.
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Siregar, Yuliani Sariwaty, Nurliah Nurdin, and Firman Hadi Rivai. "AN ANALYSIS OF THE IMPLEMENTATION OF GENDER MAINSTREAMING IN THE PLACEMENT OF FEMALE POLICE OFFICERS AS COMPETENCY-BASED SECTOR POLICE CHIEFS IN THE METRO JAYA POLICE." dia 21, no. 01 (June 3, 2023): 398–409. http://dx.doi.org/10.30996/dia.v21i01.8103.
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This study aims to analyse the gender mainstreaming of the Polri (Police of Indonesia Republic) at The Polda Metro Jaya (Province of DKI Jakarta Police) through the placement of policewomen as leaders in the Kapolsek (Region Sector Police) with the Indonesian social culture which still believes that a woman's duty is to take care of the household so that it does not give women the freedom to have a career, as well as the profession of policewomen by the public is seen as only part of the image of the police, where the presence of policewomen as a complement in the implementation of police duties and only placed in the functions of staff, personal secretary and administration. This research uses descriptive qualitative method by conducting interviews and field observations. Based on the research, there has been a policy in the framework of gender mainstreaming by placing female police officers as leaders in the police sector (Kapolsek) and there is no difference in the placement between female police officers and male police officers as police chiefs, but the successful implementation of gender mainstreaming has not been maximally implemented due to the lack of motivation of female police officers due to the challenges of police duties at The Metro Jaya Police which are quite complex and heavy police work dominantly related to crime cases and influenced by population density and territory as well as religious/community leaders in the police sector (Polsek) so that it requires the police chief to be ready to carry out 24-hour tasks to maintain security and order in the community.
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Lee, Sun Beom, and Yang Hyun Kim. "Effects of Career Barriers of Undergraduates Majoring in Department of Police Administration on Their Career Preparation Behaviors : Focusing on Mediating Effect of Career Decision Making Self-Efficacy." JOURNAL OF SOCIAL SCIENCE 24, no. 1 (March 31, 2017): 91–112. http://dx.doi.org/10.46415/jss.2017.03.24.1.91.
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Lee, Joong-Hyung. "Reflections on the True Reality of Kim Il-Sung." Korean Journal of Policy Studies 4 (December 31, 1989): 167–87. http://dx.doi.org/10.52372/kjps04009.
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As the social trend to learn more about North Korea grows, the person and past career of Kim Il-Sung have been thrown into controversy. In this context, Kim Il-Sung's anti-Japanese guerilla activities in Manchuria focused on the raid of Pochonbo Police Station and who is the leader of the Sixth Division of the Anti-Japanese United Army. Also, this article compared two groups of scholars, that is, proKim who is positive side of Kim's Identity and conKim who denied Kim's past to the North Korea's claims. It has been demonstrated conclusively that many anti-Japanese activists used the name of General Kim Il-Sung and the present Kim Il-Sung in North Korea must be one of them. And Kim Il-Sung's anti-Japanese activities were not revolutionary armed resistances but rathcr small scale guerilla activities.
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Haddock, Cynthia Carter, and Nancy Aries. "Career development of women in health care administration." Health Care Management Review 14, no. 3 (1989): 33–40. http://dx.doi.org/10.1097/00004010-198922000-00005.
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Matkhanova, N. P. "Special Duties Officials in the Public Administration System of Eastern Siberia in the 19th Century." Bulletin of Irkutsk State University. Series History 41 (2022): 14–21. http://dx.doi.org/10.26516/2222-9124.2022.41.14.
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The article analyzes functions set by legislation, range of actually performed duties, general number and place of special duties officials in the public administration system. In Siberia, this position was established as a result of the reformation activities of Michael M. Speransky. The article gives examples of duties and career paths of specific people, citing the formulary list of D. B. Banzarov. Based on the comprehensive study of sources, it concludes by arguing that special duties officials enabled the local administration to react more quickly and flexibly to real problems. Due to the weakness of the police and investigative bodies the main duty of the special duties officials was all kinds of investigations. This circumstance required candidates for the position to have a certain level of education, some special skills and practical experience.
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Coen, David, and Matia Vannoni. "Where Are the Revolving Doors in Brussels? Sector Switching and Career Progression in EU Business–Government Affairs." American Review of Public Administration 50, no. 1 (July 9, 2019): 3–17. http://dx.doi.org/10.1177/0275074019861360.
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By applying event history analysis to a unique large sample of more than 300 government affairs managers working for companies active in the European Union (EU), this article investigates whether managers with work experience in the public or nonprofit sector are more likely to progress in their career in their current company and whether career progression depends on when that experience takes place. The findings suggest that managers with experience in the public and nonprofit sector are less likely to progress in their careers. This effect becomes stronger when the stage of the career at which the manager had experience in the public sector is taken into consideration. These findings are contrary to the expectations from the public and private management literature and suggest that we should see less revolving door activity in Brussels. We propose that these findings are driven by the distinct EU public policy process and the variance in individual and organizational incentives in the EU public sector.
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VANDEWEYER, JESSIE, and IGNACE GLORIEUX. "Men Taking Up Career Leave: An Opportunity for a Better Work and Family Life Balance?" Journal of Social Policy 37, no. 2 (April 2008): 271–94. http://dx.doi.org/10.1017/s0047279407001742.
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AbstractIn 2004, 9 per cent of female employees took advantage of the system of ‘career break’ or ‘time credit’ in Flanders, compared to only 3 per cent of male workers. Although the number of men taking a career break is increasing, they remain a small group. In this article the time use of men interrupting their careers full-time or part-time is compared to that of full-time working men, using representative time use data from 2004. Analyses show that a career break does not imply a reduced workload. Half of the men interrupting their career full-time do so to try out another job. Men who take part-time leave are mainly motivated by their desire for a better work and family life balance. About 80 per cent of the time they gain by working on a part-time basis is allocated to household and childcare activities. This suggests that encouraging men to work fewer hours could well be the best policy for achieving gender equality.
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Malin, Joel R., Debra D. Bragg, and Donald G. Hackmann. "College and Career Readiness and the Every Student Succeeds Act." Educational Administration Quarterly 53, no. 5 (June 6, 2017): 809–38. http://dx.doi.org/10.1177/0013161x17714845.
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Purpose: This study addressed the current policy push to improve students’ college and career readiness (CCR) as manifested within the Every Student Succeeds Act (ESSA) and examined CCR policy in the state of Illinois as a case study, noting ways in which provisions for CCR programs prepare all students, including those historically underserved by higher education, to be prepared for education and employment post–high school. Research Methods: A critical analytic approach was undertaken, foregrounding equity. We conducted thematic content analysis of ESSA and Illinois policy, employing a CCR accountability paradigm. Findings: CCR-related content was contained throughout ESSA. Although content varied, themes were identified. Dual enrollment provisions were prominent in ESSA but not the Illinois’ CCR laws; however, science, technology, engineering, and mathematics was emphasized in both. ESSA introduced but did not fully clarify what constitutes a well-rounded education and did not identify particular reporting and accountability provisions, whereas two Illinois’ CCR bills focused on remedial education and the third evidenced a more comprehensive and integrated CCR approach. These findings suggest distinct federal and Illinois’ CCR visions. A more systematic equity focus was evident within ESSA. Implications for Research, Policy, and Practice: ESSA provisions providing new flexibilities to states portend wide variation in emphasis toward, and accountability for, long-standing equity issues. District officials will also likely have substantial flexibility in their administration, design, and implementation of ESSA-funded CCR programming, which may affect educational equity in ways that advantage and disadvantage. We thus provide several cautions and recommendations.
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Katsarov, Johannes, Anouk J. Albien, and Lea Ferrari. "Developing a Moral Sensitivity Measure for Career Guidance and Counselling." Journal for Perspectives of Economic Political and Social Integration 25, no. 1 (2019): 45–65. http://dx.doi.org/10.18290/pepsi-2019-0003.
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Moral sensitivity, the ability to recognize ethical issues when they arise in practice, is a key premise for career practitioners’ professional conduct of Career Guidance Counselling (CGC). Due to the diversity of ethical issues related to CGC and the situational contingency of ethical problems, the assessment of moral sensitivity is challenging. The purpose of this article is to develop a novel measure of moral sensitivity, consisting of triad judgment tasks, to assess whether career practitioners are capable of identifying ten ethical issues related to the CGC practice. In this article, we present our theoretical approach, the development phases of the Guidance Ethical Sensitivity Test (GUEST) and the first administration of the GUEST. The reliability was assessed by performing Polychoric Correlations and Categorical Principal Components Analysis (CATCPA). Administrations showed that ethics experts and most groups with ethics training scored significantly higher than others without ethics training. Future GUEST validations and implications for CGC research, training and policy are discussed.
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Eyre, Harris A., Rob D. Mitchell, Will Milford, Nitin Vaswani, and Steven Moylan. "Portfolio careers for medical graduates: implications for postgraduate training and workforce planning." Australian Health Review 38, no. 3 (2014): 246. http://dx.doi.org/10.1071/ah13203.
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Portfolio careers in medicine can be defined as significant involvement in one or more portfolios of activity beyond a practitioner’s primary clinical role, either concurrently or in sequence. Portfolio occupations may include medical education, research, administration, legal medicine, the arts, engineering, business and consulting, leadership, politics and entrepreneurship. Despite significant interest among junior doctors, portfolios are poorly integrated with prevocational and speciality training programs in Australia. The present paper seeks to explore this issue. More formal systems for portfolio careers in Australia have the potential to increase job satisfaction, flexibility and retention, as well as diversify trainee skill sets. Although there are numerous benefits from involvement in portfolio careers, there are also risks to the trainee, employing health service and workforce modelling. Formalising pathways to portfolio careers relies on assessing stakeholder interest, enhancing flexibility in training programs, developing support programs, mentorship and coaching schemes and improving support structures in health services. What is known about the topic? Portfolio careers are well understood as a career structure in general business. However, in medicine little is known about the concept of portfolio careers, their drivers, benefits and risks. There are significant issues faced by the Australian junior medical workforce such as a need for diversified skill-sets (e.g. increased involvement in research, public health and leadership), low job satisfaction for junior doctors and an increasing emphasis of work-life balance and mental well-being. What does this paper add? This paper critically analyses the concept of portfolio careers in the postgraduate setting by critiquing literature on the international and national experiences in this field. This paper outlines potential benefits of portfolio careers requiring further research, such as a diversification in the workforce and improved job satisfaction. Risks include reducing the health service provision capacity of junior doctors and drawing doctors away from a medical career. What are the implications for practitioners? This paper has substantial educational and workforce implications for medical students, junior doctors and medical managers. For medical students and junior doctors this paper frames the possibilities in a medical career, as well as benefits and risks of aiming for a portfolio career in medicine. For medical managers, this paper suggests strategies for further research, enhancing workforce job satisfaction and potential pitfalls of increasing opportunities for medical portfolio careers.
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Roberts, Robert N. "The Administrative Presidency and Federal Service." American Review of Public Administration 51, no. 6 (February 20, 2021): 411–21. http://dx.doi.org/10.1177/0275074021993849.
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Through the 20th and early 21st century, the United States has seen the growth of the administrative presidency. As political polarization has made it much more difficult for a presidential administration to push public policy initiatives through Congress, presidential administrations have become much more dependent on executive orders, policy statements, federal rulemaking, and nonenforcement policies to implement their agenda. Presidential administrations have also attempted to exert much greater control over the actions of federal employees with policymaking and policy implementation responsibilities. The article argues that the modern administrative presidency has become a serious threat to the nation’s democratic values and institutions. The article also argues that in the wrong hands, the administrative state may do great harm. Finally, the article argues that the discipline of public administration must end its love affair with the administrative presidency. The danger of misuse of the administrative state has just become too serious to permit presidential administrations to coerce career civil servants to put the ideological interests of a President over the public interest. To help control this serious problem, the article argues that the discipline of public administration should help to empower federal employees to serve as guardians of constitutional values by providing them the tools necessary to uncover and make known instances of abuse of power by presidential administrations intent upon ignoring the constitutional foundations of the administrative state.
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Augienė, Dalia. "BENDROJO UGDYMO MOKYKLOS KARJEROS SPECIALISTO VAIDMUO UGDANT MOKINIŲ KARJEROS KOMPETENCIJAS [GENERAL EDUCATION SCHOOL CAREER SPECIALIST’S ROLE DEVELOPING STUDENT CAREER COMPETENCIES]." ŠVIETIMAS: POLITIKA, VADYBA, KOKYBĖ / EDUCATION POLICY, MANAGEMENT AND QUALITY 10, no. 3 (December 15, 2018): 102–4. http://dx.doi.org/10.48127/spvk-epmq/18.10.102.
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In Lithuanian context, professional consultation, information and career education is considered one of the most important factors, encouraging occupation, labour force adaptation to market conditions, entrepreneurship and equal possibilities. Lately, it is more and more related to social and economic policy. General education school and the subjects functioning in it: the students themselves, class teachers, subject teachers, administration play the main role in career education process. A special role in students’ career education have career specialists. School career specialist helps the student to cognise his professional calling, personal abilities, interests, to acquire career planning and its management abilities, to accumulate necessary knowledge and skills, general competencies for career goal implementation, to learn flexibly react to changes, to be able to make appropriate decisions, to acquire lifelong learning motivation, to solve personal life questions. School has to assure effective development of career competencies, which are necessary to consciously and successfully create and manage your career, and respecting student’s inclinations, values and abilities, to help him cognise himself, the activity world, and to choose future career. Keywords: career education, future career, general education, educational process.
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Kantajai, Watthananat. "The Community-based Institutional Administration Model to Promote Students’ Career Skills in Chiang Mai Education Sandbox, Thailand." Higher Education Studies 12, no. 4 (October 7, 2022): 66. http://dx.doi.org/10.5539/hes.v12n4p66.
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The research objectives were shown as follows: 1) to research the community-based institutional administration model to promote students’ career skills in the Chiang Mai education sandbox, 2) to design the community-based institutional administration model to promote students’ career skills in the Chiang Mai education sandbox, 3) to experiment the community-based institutional administration model to promote students’ career skills in the Chiang Mai education sandbox, and 4) to develop the community-based institutional administration model to promote students’ career skills in the Chiang Mai education sandbox by using research and development method. The samples of this study were 1) 9 basic education commissions, 2) 8 teachers and educational personnel, 3) 15 community leaders, monks, local wise men, and villagers, 4) 7 educational experts, and 5) 28 students, which in total were 67 people. The tools used in this study were as follows: 1) structured interview form, 2) community-based institutional administration model assessment form, 3) satisfaction assessment form, and 4) group discussion record form. Qualitative data were analyzed using Content Analysis and presented in a descriptive form (Descriptive Analysis), and quantitative data were analyzed using a statistical program to determine the mean and standard deviation.
The result showed as follows:1) A community-based institutional administration model for promoting students’ career skills in the Chiang Mai education sandbox must be an educational management in an area with spatial diversity. School administrators and teachers must provide great cooperation and interest in participating in the development of the school by following the guidelines of the education sandbox. Furthermore, piloting basic learning activities that involved community areas and the area surrounding a community that is rich in natural resources and the environment was essential. This was the significant strength point that allowed us to develop a community-based institutional administration model more effectively.; 2) A community-based institutional administration model for promoting students’ career skills in the Chiang Mai education sandbox had an institution management strategy called the "4K Model," consisting of four strategies as follows: 1) Strategy 1 Knowingly: K1 Knowingly situations in the world, 2) Strategy 2 Keep Step: K2 Keep moving steps forward together, 3) Strategy 3 Knowledge: K3 Transferring knowledge from the community, and 4) Strategy 4 Kit out: K4 Sourcing support resources.; 3) Using the community-based institutional administration model to promote students’ career skills in the Chiang Mai education sandbox, it was found that the overall level of satisfaction in both teachers and educational personnel, and students towards the use of this model was at the highest level.; 4) The community-based institutional administration model to promote students’ career skills in the Chiang Mai education sandbox that the researcher had developed to be more complete was under these five strategies as follows: 1) Strategy 1 Knowingly: K1 Knowingly situations in the world, 2) Strategy 2 Keep Step: K2 Keep moving steps forward together, 3) Strategy 3 Knowledge: K3 Transferring knowledge from the community, 4) Strategy 4 Kit out: K4 Sourcing support resources and 5) Strategy 5 Key success: K5 Key success. It was also found that there was a mechanism that supported this model, consisting of four mechanisms as follows: 1) policy mechanism, 2) academic cooperation building, 3) collaborative vision building, and 4) network party.
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Ristanović, Rade. "NEMAČKI ČOVEK: ULOGA PUKOVNIKA TANASIJA DINIĆA TOKOM DRUGOG SVETSKOG RATA." Istorija 20. veka 40, no. 2/2022 (August 1, 2022): 361–82. http://dx.doi.org/10.29362/ist20veka.2022.2.ris.361-382.
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Tanasije Dinić was a hero from the Balkans and the First World War, a military intelligence officer, a man for special tasks of King Alexander Karadjordjević and a Member of Parliament during the interwar period. Apparently, before the Second World War, he also became an informant of the German intelligence service. In this paper, the author analyzes his career during the Second World War. During this period, he was a man of great trust of the occupiers. He was given special tasks such as investigating the March 27 coup, re-establishing the state administration and police formations. He was also the Minister of the Interior and Social Policy and Public Health. In privately he wrote reports for the occupier in which he analyzed various topics. He was one of the main people in charge of removing officials who were assessed as ideologically, politically and racially “unreliable”. He did not enjoy the trust of Prime Minister Milan Nedić, who considered Dinić to be a strict exponent of the Germans. This caused delays and tensions during his appointments, as well as numerous difficulties in his work. Dinić remained a German man until the end of the Second World War. In a situation where it was clear that Germans had lost the war, he met in Berlin with key people from the police and security sector, Ernst Kaltenbruner and Heinrich Miller. After the end of the war, he was arrested by the authorities in Yugoslavia and sentenced to death.
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de Anca, Celia, and Salvador Aragón. "Spanish women’s career inhibitors: 2007-2017." Academia Revista Latinoamericana de Administración 31, no. 1 (March 5, 2018): 73–90. http://dx.doi.org/10.1108/arla-04-2017-0118.
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Purpose The purpose of this paper is to explore inhibitors preventing Spanish women from attaining positions of leadership. Design/methodology/approach Using a qualitative approach based on focus groups and structured personal interviews on 42 Spanish male and female executives, the study tests the main gender normative expectations applicable to specific work and personal roles. Findings The findings suggest that there is a significant consensus about the existence of traditional and emerging models. Research also suggests there are still clear gaps between traditional and emerging roles that are easily identified and recognized. Contrary to expectations, the research suggests there is no a clear model of emerging gender roles, and instead considerable diversity in the construction of individual aspirational models. Research limitations This is a first exploratory research limited to a reduced sample in the Spanish context. To confirm the findings, the research will benefit from a quantitative approach based on larger samples. Moreover, additional surveys in different cultural contexts will provide a broader understanding of the proposed research questions. Practical implications The gender gap framework can enable policy makers to correctly diagnose the barriers women face in their professional lives and to come up with efficient instruments to correct existing inequalities. Originality/value The principal contribution of this paper is that it provides important insights into traditional and aspirational gender gaps that constitute one important internal barrier for women’s development.
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Haddock, Cynthia Carter, and Nancy Aries. "Career development of women in health care administration: A preliminary consideration." Health Care Management Review 14, no. 3 (1989): 33–40. http://dx.doi.org/10.1097/00004010-198901430-00005.
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Choi, Jong-Won. "Policy-Making Process in Korea: The Enactment Process of the Monopoly Regulation and Fair Trade Act." Korean Journal of Policy Studies 4 (December 31, 1989): 81–104. http://dx.doi.org/10.52372/kjps04004.
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Three dominant perspectives on the origin of regulation (the public mterest model, the capture model, and the politics model) and four models of governmental decision-making (the rational actor model, the organizational process model, the governmental politics model, and the garbage can model) are utilized in order to investigate the enactment process. This article argues that the failure to enact monpoly regulation and fair trade legislation during the 1960's and 1970's can be attributed mainly to the faithful implementation of economic development plans by the Park regime and to the public endorsement of those plans. The enactment of the MRFTA in 1980, however, is ascribed less to a problem-solving kind of activity within the Korean government and more to a temporal simultaneity of the political needs of the new milltary leadership and a few reform-minded career bureaucrats within the EPB.
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Graham, Hugh Davis. "The Surprising Career of Federal Fair Housing Law." Journal of Policy History 12, no. 2 (April 2000): 215–32. http://dx.doi.org/10.1353/jph.2000.0012.
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Unlike the breakthrough civil rights legislation of 1964–65, which dismantled the South's Jim Crow system and led to rapid advances in job access and educational opportunity for minorities throughout the nation, the federal fair housing legislation of the 1960s produced little substantive change. The Civil Rights Act of 1964 and the Voting Rights Act of 1965 quickly became case studies in the dominant tradition of presidential leadership in legislative reform, joining such modern classics as Social Security and the Marshall Plan. The Open Housing Act of 1968, however, belongs to a different era of national policy development.
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Pak, Katie, and Laura M. Desimone. "How Do States Implement College- and Career-Readiness Standards? A Distributed Leadership Analysis of Standards-Based Reform." Educational Administration Quarterly 55, no. 3 (September 30, 2018): 447–76. http://dx.doi.org/10.1177/0013161x18799463.
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Purpose: Our primary purpose is to examine the implementation of college- and- career- readiness content standards in Kentucky, Ohio, and Texas through the lens of distributed leadership theory, and to determine the affordances and challenges of this distributed leadership through the lens of policy attribute theory. Research Methods/Approach: We analyze data from 66 hour-long interviews of state and district administrators across the three states collected from Spring 2016 to Spring 2017. Using a deductive coding approach, we developed themes around distributed leadership as they pertain to the five attributes of policy implementation: specificity, consistency, authority, power, and stability. Findings: Using the distributed leadership and policy attribute theories, we find similar trends in state leaders distributing instructional leadership to regional, district, and organizational leaders to add specificity to the college and career readiness standards at the expense of compromising the consistency and power of the reform. This distribution of leadership is thought to contribute to the authority of the reform, though this authority is made tenuous by the instability of educational policies at the national and state levels. Implications: We highlight the need to examine the implementation of education policy using leadership frameworks and to understand leadership relationships between the state their regional and district partners. We extend the use of the distributed leadership theory beyond the K-16 level and the use of policy attribute theory to showcase where state actors can strengthen their reform initiatives.
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Ingraham, Patricia W., and Carolyn Ban. "Politics and Merit: Can They Meet in a Public Service Model?" Review of Public Personnel Administration 8, no. 2 (March 1988): 7–19. http://dx.doi.org/10.1177/0734371x8800800202.
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This analysis examines existing models of career bureaucrat and political appointee relationships and asks: to what extent is the broader purpose of public service for both politicals and careerists considered? Because most current models focus on career responsibilities, but exclude the special public responsibilities of political managers, a new “Public Service Model” is proposed. The new-model proposes a joint political-career commitment to serving the public interest and a heightened recognition of the value of both sets of public executives. Both have a critical role to play in democratic policy processes; joint action and cooperation are essential to effective governance.
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Chukwuemeka, Emma E. O., Ohagwu Anthony Chinwe, Agu Lilian Ebere, and Chinyere Ndukwe. "Local Government Elected Officers and Career Officers Dichotomy in Nigeria: How to Resolve the Imbroglio." NG Journal of Social Development 12, no. 1 (December 7, 2023): 14–28. http://dx.doi.org/10.4314/ngjsd.v12i1.2.
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The local government system in Nigeria has the mandate to perform major functions which the higher tiers of government may not perform. To ensure that the development goals of the local government is achieved, it requires efficient manpower. The local government manpower includes the career civil servants and political office holders. How the two work in harmony has become a herculean task. Therefore the paper critically examined the roles of the career civil servants and politicians, and how the two can work to achieve the goals of the local government. The paper adopted documentaryresearch methodology, and content analysis technique was used. Team work was emphasized as a veritable tool to be used to foster grassroots development. Dichotomy between political office holders and local government career officers was critically interrogated. It is the position of the paper that politics and administration cannot be separated. Ultimately the paper is of the view that local government officers should eschew politics and mind their statutory duty of providing administrative services and guiding the political office holders on the nitty-gritty of local government administration and policy formulation. Therefore the two should work as partners in progress.
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Kuznetsova, Elena Ivanovna, Dmitry Vladimirovich Dianov, Umeda Akparovna Ovezova, Alexey Viktorovich Suslov, and Tatiana Sergeevna Markova. "Career and salary of a university teacher: personnel policy regulation in Russia." Revista Tempos e Espaços em Educação 14, no. 33 (August 24, 2021): e16267. http://dx.doi.org/10.20952/revtee.v14i33.16267.
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The present article explores the problems of personnel policy in the higher education system concerning the incentive role of remuneration and career development opportunities. At present, due to several major socio-economic changes, a transformation of labor relations in the system of higher education is taking place. As a result, new approaches to both the management of educational institutions and the selection of university faculty and the remuneration and career development of teachers are required. The goal of the study is to analyze individual modern trends in the development of incentive methods in higher education as a feature of personnel policy. The article demonstrates that as a consequence of the economic transformations, changes requiring an increase in the quality of graduates are occurring in university management which inevitably influences the expansion of the professional requirements for teaching staff. It is established that in modern conditions, external control is replaced by internal one, academic freedoms are displaced by the administration, and academic standards are modified and replaced by formal rules. This process is accompanied by considerable changes in the university personnel policy and the relationships between the administration and teachers. Various examples of human resources policy organizations adopted in different countries are studied. The features of labor contracts with teachers, the conditions of their work, and career opportunities are investigated. Special attention is paid to various approaches to stimulating teaching activity. The shortcomings that do not allow achieving a higher quality of higher education in Russia are identified. Proposals for improving personnel policy in higher education aimed at improving its quality are presented.
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L., J. F. "THE HEALTH POLICE ARE COMING." Pediatrics 94, no. 1 (July 1, 1994): 23. http://dx.doi.org/10.1542/peds.94.1.23.
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Despite all the controversy surrounding the president's proposed Health Security Act, nary a word has been heard about the significant new civil and criminal penalties included in the act. These new crimes and penalties both raise significant issues in their own right and belie the administration's claims that its plan relies on market incentives and choice. The Health Security Act federalizes a broad range of routine crimes and torts previously dealt with by the states. Most notably, the act creates two broad new categories of federal crime, dubbed "federal health care offense" and "Health care fraud" (Sec. 5402[d]; 5401). "Health care fraud" includes, among other things, any effort to defraud a "health plan" (i.e., a private insurer, health maintenance organization or self-insured employer) or "any . . . other person" in connection with the delivery or payment of health care benefits, supplies or services. Thus the act federalizes mundane fraud cases merely because they are perpetrated on an organization that provides health care. There will undoubtedly be shortages and waiting lists for procedures, and bribes might provide patients with a life-saving short cut. On the other side of the table, medical students, their options to enter the specialty of their choice limited by the act's quota on specialists, might seek to ensure their desired career through a well-placed gift. In a plan that ignores markets, bribery and influence peddling will be the natural result. The criminal and civil penalties in the act roll on and on. A health Insurer, HMO or self-insured employer that fails to pay daims "promptly" may be fined up to $1 million for repeat "offenses" (Sec. 5206).
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VIMALA, GRACE, and KALAIMATHI A. "Women in educational administration within developing countries-a gender perspective." Journal of Management and Science 1, no. 3 (December 30, 2012): 256–65. http://dx.doi.org/10.26524/jms.2012.34.
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This paper seeks to set the stage for the exploration of female leadership in educational systems within developing countries by reviewing the current research on women in educational administration within developing countries and suggesting future directions for further research on this subject in non-western countries. The paper is based partially on a systematic review of 13English-language papers that have been published in peer-reviewed journals in educational administration, gender studies in education, and comparative education. The review points to particular barriers to women’s career advancement ineducational systems within developing countries (e.g. strong family obligations, low levels of girl education, majority of men in teaching positions), unique career experiences (e.g. the important role of the father),and to the adoption of ―androgynous‖ leadership style by the few women administrators in these countries.Future directions for further exploration of this area of study are suggested (e.g. adopting a different theoretical view, the policy influences). Originality/value – The paper is an initial attempt to accumulate knowledge about the life and work of women administrators and educators in developing countries, an issue that has received marginalized attention in the extended research on gender and educational administration. Likewise, the paper provides researchers with suggestions for new research directions of high importance to the understanding of women administrators’ lives and work in different cultural settings.
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Makhmudov, Firuz. "Modern public administration: issues of improving the duties and functions of public bodies and servants." Tsul legal report 4, no. 1 (March 15, 2023): 7–14. http://dx.doi.org/10.51788/tsul.lr.4.1./qkma5313.
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"This article focuses on modern state management and administrative reforms implemented in this field, improvement of public service, development of requirements for modern civil servants. This topic is analyzed on the basis of ongoing legal reforms and legal documents. On the basis of scientific and legal sources, modern state administration, the main functions of civil servants and the mechanisms of their implementation have been scientifically and theoretically researched. Opinions were expressed on the implementation of a unified personnel policy, rules on the elimination of corruption and conflicts of interest in the activities of civil servants, as well as the implementation of digital technologies, meritocracy, and career models in the civil service. Proposals and recommendations have been developed for the improvement of public service"
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Binderkrantz, Anne Skorkjær. "Career paths among top executives in Danish interest groups." Politica 52, no. 1 (February 12, 2020): 76–77. http://dx.doi.org/10.7146/politica.v52i1.130797.
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In recent decades, interest groups in Denmark have become more professionalized. Many interest groups have large, professional secretariats, and even smaller groups have strengthened their administration. At the same time, researchers point to the emergence of a group of policy professionals occupying positions in management, politics and organizations – and frequently switching between the various sectors. The article maps the individuals who lead almost 200 Danish interest groups. It shows that many top executives are recruited from the public sector, while it is relatively rare for politicians to be recruited for top positions in interest groups. The organization elite is similar to other elites in terms of personal characteristics and educational backgrounds.
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Malin, Joel R., and Donald G. Hackmann. "Integrative Leadership and Cross-Sector Reforms: High School Career Academy Implementation in an Urban District." Educational Administration Quarterly 55, no. 2 (June 25, 2018): 189–224. http://dx.doi.org/10.1177/0013161x18785870.
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Purpose: This study analyzed leadership structures, processes, and practices that have enabled and constrained an ambitious career and college readiness reform within an urban school district. It was designed to discern how leaders worked across cross-sector boundaries to support district-wide high school career academy implementation. Research Method: Case study methodology was applied to examine a long-standing cross-sector collaborative partnership that supports the district’s career academy reforms. Data were collected over 15 months through interviews, observations, and document analysis. Crosby and Bryson’s integrative leadership theoretical framework guided data collection and analyses. Findings: The integrative leadership framework was suitable for understanding the boundary-spanning leadership work that was occurring, involving school leaders, civic officials, and business members in leadership roles to support academy reforms. As expected, for example, system turbulence was key to the reform’s initiation, establishing legitimacy was arduous and important, and numerous facilitative structures were developed. Some nuances were also apparent. For instance, we noted the motivating power of the shared goal to enhance the relevance of student educational experiences, while business and civic leaders were particularly interested in developing student employment skills. We also noted formidable political opposition and the development of a new, cross-sector power structure. Implications for Research, Policy, and Practice: Current educational theory is inadequate to explain leadership practices and provide guidance as school leaders increasingly enter into cross-sector collaborations. Scholars should seek to address this issue by prioritizing this line of research. Practitioners can benefit from insights gained by applying the integrated leadership framework to cross-sector initiatives.
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Chang Soo, Choe. "Prior Success, Asset or Poison?: Leadership Failure of Korea`s CEO President, Lee Myung-bak." Korean Journal of Policy Studies 28, no. 1 (April 30, 2013): 93–110. http://dx.doi.org/10.52372/kjps28105.
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Lee Myung-Bak`s CEO-style leadership made him an unpopular president. This article explores how his leadership style developed and was reinforced throughout his professional career. It examines his professional experiences, identifies key traits of his leadership, and analyzes how they were projected in his policy initiatives. Lee`s leadership traits, developed in the private sector, made his term as mayor of Seoul successful and helped him win the presidency. But these same successes undermined his presidency. Because they led him to cling to his leadership style without modification, he failed to cope with the different environment surrounding the presidency.
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Sugandi, Yogi Suprayogi. "Sustainable Administrative Reform Movements Policy in Joko Widodo's Administration." Jurnal Ilmu Sosial dan Ilmu Politik 20, no. 2 (May 5, 2017): 117. http://dx.doi.org/10.22146/jsp.24784.
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Joko Widodo (Jokowi) is a leader that is widely expected to transform Indonesia into a better country. Hopes and wishes were rising when he was elected as the president of Indonesia. This paper will describe various innovations undertaken before and after his presidential inauguration as well as the assorted innovations made in reforming the administration of his cabinet. As the president of Indonesia, Joko Widodo is required to realize the aspirations of the people in freeing the government from corruption, collusion, and nepotism. The management of ministerial and non-ministerial institutions becomes the very first crucial issue undertaken by Joko Widodo. This led to a polemic in regards to reducing or increasing the number of institutions, as the Jokowi administration actually increased the amount. In Susilo Bambang Yudhoyono's administration, several policies were made systematically and based on legislations that had been approved by the lagislature. Joko Widodo's administration in more partial in nature. The administrative reform program that is highly anticipated is the continuation of the Public Service Act. This law is a step forward from the administrative reform program that aims at the creation of good governance. Changes is career path, salary system, pension and benefits for civil servants, performance-based staffing are various efforts of sustainability carried out by Joko Widodo's administration.
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Nascia, Leopoldo, Mario Pianta, and Thomas Zacharewicz. "Staying or leaving? Patterns and determinants of Italian researchers’ migration." Science and Public Policy 48, no. 2 (February 13, 2021): 200–211. http://dx.doi.org/10.1093/scipol/scab007.
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Abstract This article aims to highlight the dynamics underlying Italian researchers’ migration patterns over the last decade. Building on data gathered through an international study (MORE 3), the analysis focuses on identifying perceptions of working conditions, career prospect and confidence in the national Research and Innovation (R&I) system by Italian researchers in Italy and abroad. It provides a comparative assessment of researchers’ satisfaction with regards to their R&I environment in and outside Italy, across different fields of study and career stages. Results show that Italian researchers working abroad have a faster career progression than researchers in the Italian system and provide evidence of a low confidence of Italian researchers regarding career prospect in their own country. These findings are interpreted as major determinants of the decision to emigrate and develop an academic career abroad. Implications for future science policy in Italy are discussed.
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Tatarinova, Lyudmila N., and Elena V. Maslennikova. "Career Strategies in the Context of Personal and Professional Development of Management Personnel." RUDN Journal of Public Administration 8, no. 1 (December 15, 2021): 37–51. http://dx.doi.org/10.22363/2312-8313-2021-8-1-37-51.
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The article deals with the issues of personal and professional development of the management personnel reserve. The authors focus on the problems of staffing the public administration system, primarily the public civil service, emphasize that one of the key issues that directly affect the quality of public administration and the effectiveness of the public civil service is the personal and professional development of management personnel, effective leadership. Based on the analysis of the results of sociological research and statistical data, key problem areas in staffing and the implementation of personnel policy in the civil service, the possibility of implementing personnel strategies are determined. Noting the role of the managerial personnel reserve, the directions for improving the work with the personnel reserve in the context of a personality-oriented approach are substantiated, trends in changes in career expectations and the possibility of taking them into account in the formation of developmental activities are noted.
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Morris, Robert G., Dennis R. Longmire, Jacqueline Buffington-Vollum, and Scott Vollum. "Institutional Misconduct and Differential Parole Eligibility Among Capital Inmates." Criminal Justice and Behavior 37, no. 4 (March 3, 2010): 417–38. http://dx.doi.org/10.1177/0093854810361672.
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Managing career inmates (e.g., capital murderers) is a serious burden for prison administrators and taxpayers. Research findings are mixed as to whether such inmates will engage in increased levels of institutional misconduct. Using complete disciplinary histories from non-death-sentenced capital inmates in Texas whose offenses occurred between 1987 and 1994, the authors explored the need for increased security levels between capital murderers sentenced to markedly different parole eligibility policies (15 years vs. 35 to 40 years before becoming eligible for parole). They also explored whether career inmates represent greater management challenges because they have “nothing to lose,” compared with capital inmates with less time to parole eligibility. Findings suggest that capital inmates sentenced to longer mandatory prison terms are less likely to engage in serious and violent misconduct. Policy implications are discussed in terms of prison administration, fiscal practicability, and career inmate social development.
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Korczak, Jerzy. "Stan kadr administracji publicznej z perspektywy ogólnokrajowej i regionalnej." Studia Prawa Publicznego, no. 1(17) (December 4, 2019): 9–24. http://dx.doi.org/10.14746/spp.2017.1.17.1.
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This paper tackles staff problems of contemporary public administration. It starts with an analysis of the dependence between the efficiency of administration and the effi ciency of public servants in administration, whose efficiency depends on the level and quality of their qualifications. The analysis was carried out in three perspectives (i) with regard to the whole public administration of the State, (ii) with regard to the State and government central administration and (iii) with regard to regional public administration, on the example of the Lower Silesia region. It was assumed that the quality of the staff in administration is related to and depends on the legislation regulating the recruitment for public administration offices. The relevant provisions determine the choices made in the recruitment process and the subsequent creation of career paths. However, unstable and poor legal provisions have a negative impact on the quality of public administration personnel, which is manifested in poor performance, high employment fl uctuations and a diminishing interest among the younger generation in a career in public administration. This, in turn, may distort the natural generation exchange of administration staff in the future. As can be seen from the statistical analysis conducted in respect of the numbers of public administration employees and the fluctuation among them, as well as the demographic structure examined with regard the gender, age and length of employment, the initially assumed hypothesis of the negative consequences of the inconsistent legislative policy governing the regulations of the public administration staff. The sociological picture illustrating the attitudes among the members of the society to public administration confirms the hypothesis of the poor condition of public administration and a loss in confi dence in its activities or actions. The main reason for the current situation is that the constitutional principle of the neutrality of civil servants is realised only by orders that prohibit combining civil service with political activity, but do not limit or reduce the strong and direct influence exercised by political parties on the legal regulations within public civil service or the policies of appointing candidates to key administrative positions in (not only government) offices.
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Chetkovich, Carol. "What's in a Sector? The Shifting Career Plans of Public Policy Students." Public Administration Review 63, no. 6 (November 2003): 660–74. http://dx.doi.org/10.1111/1540-6210.00330.
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Lau, Yui-Yip, Cristina Dragomir, Yuk-Ming Tang, and Adolf K. Y. Ng. "Maritime Undergraduate Students: Career Expectations and Choices." Sustainability 13, no. 8 (April 13, 2021): 4297. http://dx.doi.org/10.3390/su13084297.
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The following study presents an inquiry into understanding the motivating factors of students to enroll in a maritime university and to further continue with a career in the maritime industry. By collecting data from 378 undergraduate students enrolled in various maritime programs (navigation, electromechanics, electrical engineering, and economic engineering in transport), we aimed to better understand the profiles of students, their information sources, interest, and the prospects of associated programs where they are enrolled. As such, this study seeks to enable educators and industry practitioners to better understand the educational and career paths chosen by undergraduates in the maritime field. It can align the students’ expectations with program delivery. We examined students’ perceptions and assessments according to the program they are enrolled in. Taking into account the fact that there is a world low attraction for maritime careers, the results of this study are useful for maritime education and training (MET) providers during the design and marketing campaign of the educational program to attract students. Additionally, the findings are useful for public administration and the Ministry of Education’s analysis of expanding educational and research programs, as well as for Ministry of Labour forecasting. Employers from the maritime industry can find useful the main motives for which a graduate would choose to work in this sector, business field, or a related business. Moreover, industry practitioners and academia can expand the study at a larger scale, comprising more countries and taking into account national and regional characteristics.
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Mackay, Ian. "L’administration des forces armées de métier : l’expérience britannique." Revue française d'administration publique 46, no. 1 (1988): 115–19. http://dx.doi.org/10.3406/rfap.1988.2145.
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Administration of a Professional Army in Britain. British armed forces have relied entirely on volunteers for 25 years. Much attention has been paid to recruitment policy, pay scales, career paths, living standards and job satisfaction in order to attract the right personnel. Reassignment of certain duties to civilian personnel has reduced costs. Reserve forces consist not only of veterans but of specially-recruited volunteers as well. Abolishing conscription does reduce materiel requirements, but greater savings have resulted from ‘sleeping contracts’ which provide for the callup of civilian materiel in case of conflict. The article concludes by reviewing the lessons of operational administration taught by the 1982 Falklands War.
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Телепень, Сергей Валерьевич. "Settlement of Militiae Equestres in the Period of the Principate." Izvestiya of Altai State University, no. 5(127) (November 23, 2022): 46–53. http://dx.doi.org/10.14258/izvasu(2022)5-07.
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The article is devoted to the problem of formalizing the military career of Roman equites during the period of the Principate. On the basis of written sources, including epigraphic ones, changes in the nature of the military service of the equites, stages in the development of the imperial policy regarding militiae equestres, specific innovations in the system of the military career of representatives of the equestrian ordo, which took place mainly in the 1st-2nd centuries BC, are traced. The conditionality of the process of stage-by-stage formation of an equestrian military career is argued by the tasks of strengthening the imperial power, which had a tendency to bureaucratization already at the stage of the Principate. The article analyzes the content-contradictory measures of the imperial power to involve equites in state affairs, in particular, in the performance of command duties and, as a continuation of the latter, in the administration of administrative functions. It is concluded that the trend consisted in the gradual formalization of the military stage of the Equite career, which was associated with the task of providing the state with trained managerial personnel.
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Infeld, Donna Lind, William C. Adams, Guanghua Qi, and Nik Rosnah. "Career Values of Public Administration and Public Policy Students in China, Malaysia and the United States." International Journal of Public Administration 33, no. 14 (December 7, 2010): 800–815. http://dx.doi.org/10.1080/01900692.2010.520950.
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Li, Feng, and Li Tang. "When international mobility meets local connections: Evidence from China." Science and Public Policy 46, no. 4 (February 25, 2019): 518–29. http://dx.doi.org/10.1093/scipol/scz004.
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Abstract Transnational academic mobility has long been championed as positive and worthy of supporting. Yet, little attention has been paid to its joint impact with local connections on the career advancement of established scholars. Utilizing novel curriculum vitae data of 1447 Chang Jiang Scholars, we examine the relationship between academic mobility and the speed of obtaining prestigious academic titles. Our results suggest that local connections accelerate the career development of Chinese scholars, while international academic mobility has a negligible effect or even slows down the speed of late-phase career advancement. Returnee scholars tend to obtain national academic titles within a longer time period compared with their local counterparts. This penalty of international academic mobility also holds for returnees with only overseas PhD training experience and international research visits. Local scientists are more likely than their returnee peers with equivalent ties to have a quicker career trajectory. Policy implications are also discussed.
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Booth, Josephine, Mike Coldwell, Lisa-Maria Müller, Emily Perry, and James Zuccollo. "Mid-Career Teachers: A Mixed Methods Scoping Study of Professional Development, Career Progression and Retention." Education Sciences 11, no. 6 (June 16, 2021): 299. http://dx.doi.org/10.3390/educsci11060299.
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Globally, there are ongoing problems with teacher retention, leading to a loss of experience and expertise. In policy and research, the emphasis is often on the professional development and retention of early career teachers, whereas teachers in later stages of their career are relatively under-represented. This article addresses this imbalance, reporting on a mixed methods scoping study that explores definitions of mid-career teachers in England and their retention and development, via a literature review, primary data collection and secondary analysis of data from the OECD’s TALIS 2018 survey. We found that there is no agreed definition of mid-career teacher, relating to time in teaching, role and wider life circumstances and self-definition. Whatever definition is used, mid-career teachers are a heterogenous group, with varying needs, career plans and commitment to the profession. Whilst typically confident in their practice, their learning needs vary and are often experienced as unmet, especially for those looking for progression routes outside leadership and those with family commitments. This indicates that their potential for career development to benefit the profession may not be reached. The article concludes with suggestions for further study, policy and practice to improve understanding of this under-researched group.
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SELEZNEVA, ANTONINA VLADIMIROVNA, and AZAMAT KHAMZATOVICH TOMAEV. "YOUTH POLITICAL LEADERSHIP IN THE FOCUS PF POLITICAL PSYCHOLOGY: CONCEPTUAL FOUNDATIONS." Moscow University Bulletin. Series 12. Political Science, no. 2023, №2 (November 28, 2023): 7–25. http://dx.doi.org/10.55959/msu0868-4871-12-2023-1-2-7-25.
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The article presents political-psychological approach to understanding youth political leadership. This approach has complex character and allows to implement interdisciplinary synthesis of the provisions of different branches of social sciences and humanities to study the considered phenomenon in the framework of political science subject field. We highlight such basic parameters to determine youth political leaders as origin from the sphere of youth policy, young people’s perception of such leaders as their own representatives, promotion of the career ladder in public policy and public administration. This study identifies and conceptually substantiates three dimensions of youth political leadership: personal-professional, status-role, image-symbolic. The article considers personal qualities and professional characteristics which are necessary for youth political leaders, status-role positions in the system of power hierarchy, career trajectories and political recruiting specificity, the features of youth political leaders’ image shaping in the consciousness of youth.