714,268 research outputs found

    An Information System Model for Curriculum Management According to Career Standards in Supply Chain for Thailand Professional Qualification Institute

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    This is a research and survery research study. The purpose of research study were to design and evaluate an information system model for curriculum management according to career standards and professional qualification  in supply chain for Thailand professional Qualification Institute. .The research results indicated that the model which has been developed consists of six main elements namely, Suppliers, Manufacturers, Service provider, customers and consumers. A sample groups group consists of 10 experts in arranging information technology,supply chain and curriculum were selected by purposive sampling . The experts have four years of work experience. The data is analyzed by means and standardized deviations statistically. The model using Back-Box technique.The results from experts agreement of model was a high level(=3.60,S.D.= 0.76) that mean an information system model for curriculum management according to career standards and professional qualification  in supply chain for Thailand professional Qualification institute aims to support sustainable information system development

    Influence of Career Satisfaction on Teachers’ Attrition and Retention in Public Secondary Schools of Dass Local Government Area in Bauchi State, North Eastern-Nigeria

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    The disregard of teachers' needs had an influence negatively on our educational system in Nigeria. This study was undertaken to explore the influence of career satisfaction on teachers' attrition and retention in public secondary schools of Dass Local Government Area of Bauchi state was also the objective. A survey design was adopted for the study; the study population constitutes 356 teachers in public secondary schools in Dass Local Government. A proportionate stratified sampling technique was employed in selecting 186 teachers as sample respondents in this study. An instrument was adopted from previous studies relevant to the current research and was used for data collection in this study. Descriptive statistics were used to answer the research questions, while multiple regressions were used to test the null hypotheses at a 0.05 level of significance. Findings from the study showed an influence of 26.226 as against P-value =.000) between career satisfaction and teachers and attrition and retention. Findings showed that career satisfaction positively influences teachers' attrition and retention in public secondary schools in Dass Local Government of Bauchi State. The study recommended that the school management and the government improve the working conditions of teachers by providing adequate teaching/learning resources

    We were all just trying to stay afloat : The Career Experiences of NCAA Division I Female Swimming Coaches

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    Although sport participation for women and girls is at an all-time high in the United States, female coaches are widely underrepresented. In the sport of swimming at the collegiate level, women hold just 18% of the head coaching positions of women’s teams. A qualitative research design was implemented to examine the career experiences of NCAA Division I female swimming coaches. Twenty-one current and recently retired Division I female swimming coaches were interviewed regarding their career experiences. Analysis of the data produced three themes: (a) Sexism, (b) The Career Path, and (c) Life as a Coach-Mom. These findings indicate that female coaches experience sexism from a variety of sources in their profession. Additionally, in a changing landscape of fewer opportunities available for female coaches, women are increasingly relying on mentoring and professional development to better position themselves in a competitive work environment. Finally, coaches with children need a wide support system, but also find balance through motherhood. These findings may help current coaches and potential coaches navigate their careers, as well as administrators who can provide support for the coaches’ careers

    Career Aspirations Of R&D Professionals In Malaysian Government Research Institutes

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    One of the strategic mechanisms for human resource development (HRD) practitioners in developing career development program for research and development (R&D) professionals is by managing their career aspirations (Petroni, 2000). It is believed that career aspiration is one of the internal needs for motivating R&D professionals to succeed in their careers. This study therefore would contribute insights into the management of R&D professionals’ careers, where their internal needs could be fulfilled through their aspirations. There are three factors that had been recognized to have influenced the R&D professionals’ career aspirations in Malaysian Government Research Institutes (GRI), namely, self-efficacy, organizational socialization and continuous improvement (CI) practices. These factors were selected based on the components of Social Cognitive Career Theory (SCCT) developed by Lent, Brown and Hackett (1994). The objectives of this study were to determine the levels of career aspiration, self-efficacy, organizational socialization and CI practices of R&D professionals in GRI, to determine the relationship between each factor and their career aspirations, and to determine the contribution of each factor to their career aspirations. The design of this study was a descriptive correlational research where it was conducted through a quantitative research method on 158 R&D professionals. The respondents were gathered through a purposive sampling procedure and the response rate was 69.30%. The data for this study were collected using a set of questionnaire which consists of simplified version of Schein’s Career Anchor Inventory (Igbaria, Kassicieh, & Silver, 1999), the General Self-efficacy scales (Schwarzer & Jerusalem, 1995), the Organizational Socialization Inventory (Taormina, 1994), and the CI Cpabilities Survey (Jorgensen, Boer, & Laugen (2006). The data were then analyzed using descriptive statistics to see the distributions of the respondents based on age, gender, marital status, educational attainment, and working experience. Pearson Product-Moment correlation analysis was also conducted to explain the relationship among the variables and multiple linear regressions analysis was conducted to predict the contribution of self-efficacy, organizational socialization, CI practices to the R&D professionals’ career aspirations. The findings of this study revealed that the level of R&D professionals’ self-efficacy, organizational socialization, continuous improvement (CI) practices, and career aspirations were high. The results indicated that the three selected factors showed significant positive relationships with the R&D professionals’ career aspirations. Nevertheless, only self-efficacy and CI practices were found to be significant in explaining the variation of career aspiration. The predictor variables explained 15.5% of the variance in the R&D professionals’ career aspiration. The study concluded that R&D professionals’ self-efficacy, organizational socialization, and CI practices are important factors that determined their career aspirations. This study implied that R&D professionals must equip themselves with high level of self-efficacy, organizational socialization and CI practices to enhance their career aspirations. It is recommended that the HRD system of the GRIs need to formulate a career development programs that considers R&D professionals’ self-efficacy, promotes more learning experiences through organizational socialization and strengthens the quality improvement work-procedures. Although it had been identified that the career aspirations held by the R&D professionals are high, however, this study did not explore their career aspirations with different career stages. Therefore, additional study is necessary to delve into the stability of their career aspirations over different career stages

    An explanatory study of how career advisement services are related to seeking employment by ex-offenders in Atlanta, Georgia, 2009

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    This proposed study examines the relationship between career advisement services and the employment seeking efforts by ex-offenders in Atlanta, Georgia. The study samples are fifty adult men living in Atlanta, Georgia. The study uses the Kendalls tau and Spearmans rho tests with an experimental design to measure the sample. Its projected findings are forecast to be consistent with prior research in the following manner: finding a relationship that exists between career advisement services and employment seeking strategies for participants of this study. Implications for social work suggest that new policies from the federal level will need to be instituted to strategically force employers to hire ex-offenders in order to decrease the recidivism rate which causes the U.S. penal system to be overcrowded. Limitations to this study are the relative small sample size

    Embedding life design in future readiness efforts to promote collective impact and economically sustainable communities: conceptual frameworks and case example

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    This is the first of two sequential papers describing the design and first-year implementation of a collaborative participatory action research effort between Sociedad Latina, a youth serving organization in Boston, Massachusetts, and Boston University. The collaboration aimed to develop and deliver a combined STEM and career development set of lessons for middle school Latinx youth. In the first paper, life design and the U.N. Sustainable Development Goals are described in relation to the rationale and the design of the career development intervention strategy that aims to help middle school youth discover the ways that learning advanced-STEM skills expand future decent work opportunities both within STEM and outside STEM, ultimately leading to an outcome of well-being and sustainable communities. In addition to providing evidence of career development intervention strategies, a qualitative analysis of the collaboration is described. The second paper will discuss two additional frameworks that guided the design and implementation of our work. As an example of translational research, the paper will provide larger national and regional contexts by describing system level career development interventions underway using Bronfenbrenner’s bioecological and person–process–context–time frameworks.Published versio

    Supporting transformation of architectural education for global wealth generation

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    The natural reflex to any threat is retreating into a defensible mode. In anticipation of the WTO (World Trade Organization) Liberalisation 2012, the Faculty of Design and Architecture, Universiti Putra Malaysia (UPM) has, instead, taken on establishing its sustainable design informatics niche in the education, research and innovation of design-based disciplines for supporting sustainable products development. The goal is to produce competent design-based graduates for global deployment while engaging local practitioners in indirect dissemination discourses about emerging trans-disciplinary theories and available collaborative technologies for enhancing current interdisciplinary collaborations—the very core for professional practitioners operating at global platforms. This paper is proposing a two-tier professional competency approach to architectural education: 1) bachelor degree for technical competency and 2) master degree for professional competency. However, their successes require the architectural education to resolve several critical issues. Among them include career development of professional architects in a research-oriented education system; and equivalency and acceptance of scientific design research outputs for annual performance evaluation. After outlining how UPM’s Strategic Transformation Plan 2011-2013 was translated into the faculty’s Transformation Vision Strategy 2011-2014, the paper describes the challenges faced by design-based programs and highlights critical initiatives proposed at university level by the faculty. Recommendations include establishing the arts and design cluster, development of master program for professional competency, and establishment of necessary ecosystem to support such programs. This paper supports an international quality architectural education which could be extended to various disciplines in the creative and innovative human capacity development since Malaysia is moving towards knowledge-based economic transformation development

    A survey on factors that contribute to occupational stress at SAJ Holdings (Muar) / Nor Hidayah Mansor

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    People react to Occupational stress in different ways. Some coping much better than others and suffering fewer of the harmful effects of Occupational stress. Just as stress differs as a function of the individual, it also differs as a function of one's type of occupation. Some occupations are, of course, inherently more stressful than others. All of the stress-strain-health relationships have an obvious impact on the organization and industry. In order to reduce the occupational stress, employees and management level should need to aware on the factors that may contributes to occupational stress. In this research study, there are four independent variables which also the factors that may lead to occupational stress in SAJ Holding (Muar). The four factors included workload, career development, role ambiguity and co-worker. From all four factors mentioned will then determine the most factors that contribute to occupational stress. This research study also conducted with the objective to know the level of occupational stress among SAJ Holding (Muar) employees. Descriptive method is being used rather than exploratory research design or conclusive research design. Descriptive statistics, correlation and multiple regression analysis is being used to analyze the data. Among the descriptive statistics used are frequency distribution, measures of central tendency and measures of variability. Correlation analysis is used to determine the relationship between the independent and dependent variables. The result of this research finding indicated that workload is most factors that contribute to occupational stress among the employees in SAJ Holding (Muar). Besides, the level of occupational stress in this company is at moderate level. Next, after done with correlation analysis, all four independent variables are having a significant relationship towards occupational stress. As the recommendations to this company in order to reduce the level of their occupational stress they need to restructure the work design, provide social support system, provide good recognition for staffs, and also organizational and management development

    Understanding the National Science Foundation CAREER Award Proposal Genre: A Rhetorical, Ethnographic, and System Perspective

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    With tightening university budgets, never before has the activity level of research grant proposal writing been more intense. With increased proposal numbers, including for the National Science Foundation\u27s (NSF) prestigious CAREER award, has also come increased competition and decreased funding rates. This dissertation has searched for successful and unsuccessful characteristics from funded and unfunded CAREER proposals. The research focused on a study of two key subjects: 1) a corpus of 20 texts that included 12 funded proposals and 8 unfunded proposals from across NSF programs, and 2) an ethnographic analysis comprised from interviews with 14 NSF program officers (PO) from varying programs. Coding elements with the texts to uncover topical chains of content, rhetorical, and document design strategies revealed sound rhetorical moves and rhetorical mistakes. The study also illustrated evidence of adherence to or neglect of NSF-mandated writing/formatting conventions as connected to the likelihood of receiving funding. Moreover, the study revealed conventions that have developed for the genre that are not prescribed by NSF but that, nevertheless, seem to be expected. Through genre field analysis, the study\u27s interviews with program officers (PO) revealed a system of genre-agents and player-agents that interact together in a highly rhetorical and social system. This system, comprised of locales in which a multitude of play scenarios can be enacted to exert influence, operates within fairly exact rules of play. Such rules may be published by NSF or simply be understood, yet principal investigators (PI) are held accountable for them regardless. The ethnography created from interviews with POs revealed multiple genre field elements (e.g., genre- and player-agents, transformative locales, play scenarios, penalty conditions) as well as common mistakes and best practices. A complete mapping of the CAREER award proposal preparation, submission, and review process resulted from the study, which mapping has offered insightful strategies to expand PI (and other agents\u27) influence on the funding process. The dissertation concluded by offering investigators a step-by-step process to identify and map the elements of the proposal genre field in which they operate

    Perceived Barriers to Upper Level Career Ladder Status by Eligible Tennessee Educators

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    This study examines the phenomenon that although 8,900 educators have obtained Career Ladder Levels II and III, there are 27,620 in Tennessee who are eligible for the upper levels of the Career Ladder, but have not obtained these levels. The purpose of the study was to identify the barriers, as perceived by eligible educators in Tennessee, which discourage them from attempting to gain upper level Career Ladder status. The research design was descriptive and utilized data from a survey instrument constructed by the researcher. A pilot test of the instrument was conducted, reliability coefficients calculated, and survey items retained, modified, or deleted based on the results. The final survey contained 62 statements (grouped into 11 subscales) and a demographic section. A total of 575 surveys were sent to eligible educators in the public schools of the seven districts of Tennessee; of those, 426 were returned, and 404 responses were used. Other variables studied were age, gender, race, job classification, years of teaching experience, educational attainment, future plans to attempt upper levels, previous attempts at the upper levels, information sources concerning the program, and overall opinions of the Career Ladder program. Findings include: The most problematic barriers in rank order from greatest to least were Personal Obstacles, Teaching Professionalism, Evaluation Procedures, Political Facet, Participation Process, System Improvement, Financial Considerations, and Individual Role Professionalism; three of the barriers were found to be non-problematic, these are Teacher Morale, TEA Support, and Administrative Support; significant differences regarding the barriers exist in all demographic areas included in the study except for job classification; the majority of respondents had a negative overall opinion of the Career Ladder, however, the opinion varied with the source of information about the program. Educators who received their information from official sources had a more positive opinion of the program than those who got their information from informal sources. It appears that the barriers identified in this study may be factors in keeping eligible educators from participating in the upper levels of the Career Ladder
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