A Study of LF and, GSE Among Mathematics Students in Math Classes in Payam e Noor University of Maragheh

Life effectiveness, LF and general self efficacy, GSE are both important factors in today's educational and psychological context. If in the process of mathematics learning instructors note for these important issues they will develop the process of learning much better. So this paper will review Life effectiveness and general self efficacy among the mathematic students in Maraghe Payam e Noor University. Key words: Life Effectiveness; General Self-Efficacy; Mathematic Students; Higher Educatio

Psychological needs and motivation of remote workers: sociological viewpoint

The article presents the findings of a sociological study, which uses Self-Determination Theory to describe and explain the motivation of remote workers. Representing a fundamentally different form of labor organization, remote work forms new conditions in which many management problems are solved, including motivation. An online survey conducted among Russian remote workers (N = 402) measured the satisfaction of three basic psychological needs (for autonomy, competence and relatedness) and six types of motivation, forming a continuum from amotivation to intrinsic motivation. According to the results, satisfaction of psychological needs creates conditions for the development of intrinsic motivation of remote workers, thus supporting Self-Determination Theory. The study also reveals that identified regulation and intrinsic motivation are more pronounced than other types of motivation. This may explain why in many studies remote workers are very positive regarding their remote work experience, in comparison with traditional forms of labor organization. The study thus confirms the applicability and value of Self-Determination Theory for explaining the features of remote work and designing optimal work organization models based on it

FROM A DISTANCE: A PHENOMENOLOGICAL STUDY OF THE LIVED EXPERIENCE OF TELECOMMUTERS WORKING REMOTELY IN VIRTUAL TEAMS

In this paper, the social and emotional experience of telecommuters working remotely in interdependent virtual teams is explored through a phenomenological inquiry into participants\u27 lived experiences

Design efficacy at a distance: Collaboration between remote design teams

[EN] Design problems in the best instances are intensely complex and very demanding. Given that most buildings are unique -- that is, not mass-produced -- each design project must be considered as a precedent-setting experiment. While we learn from successes and failures, building projects remain distinct and demanding. Added to the conventional complexities is the distributed nature of design production in a globalized world. The present paper addresses several key queries: What are best practices in facilitating collaboration between remote design teams? What are the implications of working from home for design team members? While the practice of design has become increasingly digital, there are inherent tensions between the principals’ insistence to work in the tangibility of the physical studio and the younger practitioners’ preference to optimize flexibility via remote delivery. More significantly, what are the barriers and challenges to working on collaborative design projects globally, including but not limited to being overwhelmed by multi-tasking, power imbalances, different cultural dispositions, technical challenges, different time zones, data privacy and proprietary concerns, shifting from studio-based practice to online work, physical model making, communication pitfalls, screen burnout, and loss of personal/leisure time? Such important yet perplexing questions loom large. The research involves literature reviews exploring the ways that design teams collaborate remotely. Building from this analysis, the paper delineates a number of familiar challenges and proffers solutions tackling design practice using remote teams. The research considers administration (design leaders and project managers) on one hand, and production (interdisciplinary design teams) on the other. Drawing upon organizational and human development theories, and utilizing the reflective practitioner’s approach, the paper situates discussion within broader topics of human dignity, workplace psychology, career mentorship, and continuing education. Also examined are architects’ persona, culture, practices and mindsets - crucial factors shaping the conduct of distributed design. Further, this paper elaborates on Zoom virtual collaboration platform with respect to suitability and effectiveness. In the end, a conceptual model and a setup for satellite studios for distributed design are proposed that aim improve communication, heighten collaboration and strengthen design in an increasingly complicated and interconnected ethos.Mortezaee, F.; Sinclair, B. (2023). Design efficacy at a distance: Collaboration between remote design teams. Editorial Universitat Politècnica de València. 546-557. https://doi.org/10.4995/VIBRArch2022.2022.1522554655

Towards Collaboration Virtualization Theory

With widespread use of collaboration technology and increasing dispersion of teams due to globalization of companies, more and more collaboration activities are being conducted virtually. However, virtual collaboration seems to work well for some cases, but not for others. This phenomenon motivates research questions: What factors determine the suitability of collaboration virtualization, and how do those factors affect the design of effective collaboration systems? Our literature study yielded little theoretical work in this regard. As such, we believe that research on collaboration virtualization theory (CVT) is critically needed. To this end, we present our preliminary findings on the purpose and composition of collaboration virtualization theory based on the literature. Essentially, our CVT contains three categories of constructs: task, team, and technology characteristics. Our main objective in this short paper is to initiate a new theoretical perspective for research in the field of collaboration technology and management

Development of a conceptual model of ICT self-efficacy and the use of electronic information resources

The purpose of the study was to identify the ICT self-efficacy (ICTSE) of users, factors affecting ICTSE, and the EIR usage of undergraduates based on the four sources in relation to the self-efficacy theory. The Survey research design was used in carrying out this research. A structured questionnaire was validated through experts and piloted among the final year undergraduates studying Humanities and Social Sciences of four state universities in Sri Lanka. The structural equation modelling was performed using partial least square. The model revealed that ICTSE has a direct, negative, and significant relationship with ICT anxiety and that ICT training also has a direct, negative, and significant relationship with EIR. The model explained that there is a 27% of variance in the EIR use variable. The management of the library may deem it a worthy investment to instil adequate self-efficacy in users and encourage them to engage in more self-reliant search practices and decrease their dependence on staff. The finalized scales provide a potential tool applicable to different domains and disciplines to yield more common managerial implications in relation to training, teaching, and learning along with can be used as a tool when policy-level decision are made about the behavioral changes among university users on EIR usage in the current ICT domains within the university library systems

An Exploratory Study of the Faculty Influences on Student\u27s Attitudes and Learning Using the Collaborative Software Sharepoint Services

The research focuses on the impacts of using collaborative software in student project teams. Specifically, an exploratory study of students’ perceptions of learning and attitudes and the impact of faculty actions when using Microsoft’s SharePoint Services to facilitate student intra-team collaboration is examined. The research objective is to identify meaningful correlations between variables measuring students’ attitudes and affective behaviors regarding SharePoint and actions controllable by faculty supporting the use of SharePoint. Students enrolled in a required, core business course that made significant use of student teams supported by SharePoint participated in the web-based questionnaire. The significant correlations among the measures developed using this data indicate that faculty action supporting the use of collaborative software may influence student learning directly as well as indirectly through students’ attitudes and intentions to use the software. These empirical results also indicate that social cognitive theory may well provide a theoretical foundation for future research

Effectiveness of online corporate collaborative teams

With this article we intend to contribute to the understanding of what can make Online Collaborative Teams (OCT) effective. This is done by identifying what can be considered best practices for individual team members, for leaders of OCT, and for the organizations that the teams are a part of. Best practices in these categories were identified from the existing literature related to online teams and collaborative work literature

PERCEPTIONS OF AUTHENTIZOTIC CLIMATES AND EMPLOYEE HAPPINESS: PATHWAYS TO INDIVIDUAL PERFORMANCE?1

We discuss how six dimensions of the authentizotic psychological climate explain stress and affective well-being at work, and how stress and affective well-being explain self-reported individual performance. The sample comprises 199 employees from 118 organizations. The findings indicate the good psychometric properties of the authentizotic climate measure, and suggest that (a) affective well-being, mainly enthusiasm and vigor, explain unique variance of selfreported performance and (b) the perceptions of authentizotic climates explain unique variance of stress, affective well-being and self-reported performance. A configurational approach is also presented for dealing with the ways people combine their perceptions of authentizotic climates, emotional states, stress and self-reported performance.

Relationship of Social Self-Efficacy and Worker’s Job Satisfaction

Social Self-efficacy is as a significant contribution to an organization’s long-term success which has emerged as significant antecedents of organization job satisfaction. Privatized organizations are obligated to social self-efficacy as the fundamental philosophy for their development and increase worker job satisfaction. Social Self-efficacy has to be coordinated with work satisfaction in order that accomplish the organization’s mission. The following paper explains the relationship between social self-efficacy and work satisfaction through investigating relevant theories and past studies. The outcomes must lead managers to take into consideration the significant of emphasizing that training social self-efficacy can lead to improve job satisfaction and therefore organization’s prosperity. The present study aims to deepen the role of social self-efficacy on worker’s job satisfaction. Training in social self-efficacy can lead to higher job satisfaction and open the way to further research and have implications for training and talent management. Keywords: Social self-efficacy, Workers’ job satisfaction, Privatized organizations