Modelling Referencing Competency and Individual Performance

Competency is the ability to perform a task efficiently and effectively.  One of the necessary skills students need is writing, understanding, and formatting the references section of their work. However, knowledge of this competency is non-existent or unknown in the field of Library and Information Science (LIS). Therefore, the purpose of this study is to investigate the relationship between referencing competencies and individual’s performance in the context of undergraduate students. A quantitative method was adopted; 292 respondents were involved, selected from undergraduate students at one of the Malaysian local universities. Descriptive analysis was performed using Statistical Package for Social Sciences (SPSS) version 26. On the other hand, inferential analysis was performed using Partial Least Square Structural Equation Modelling using SmartPLS version 3.2.8. Findings show that knowledge, skills, and ability positively and significantly affect individual performance.https://dorl.net/dor/ 20.1001.1.20088302.2022.20.1.23.

Model kompetensi pembantu hal ehwal islam gred S17 di Jabatan Agama Islam Negeri Johor

This study aims to develop a standard model based on the identified competencies for the post of Assistant Grade S17 Islamic Affairs in the State of Johor Islamic Religious Department (JAINJ). There are four objectives have been achieved in this study is the first to identify the duties and responsibilities of an Islamic Affairs Assistant Grade S17 in JAINJ; second, Customizing a list of duties and responsibilities of Islamic Affairs Assistant Grade S17 in JAINJ with Sanghi competency model (2004) .; Third, establish a competence capital for Islamic Affairs Assistant Grade S17 in JAINJ; and lastly identify competency gaps among Islamic Affairs Assistant Grade S17 in JAINJ. This study is a descriptive study design by adopting qualitative and quantitative methods. The instrument through document review, interviews and questionnaires. This study was conducted through the first two phases perform analysis tasks and competencies by using interviews and document analysis research literature Sanghi Model 2004. The second phase, after the model developed competency is to identify competency gaps. The findings obtained by collecting data and information through three main methods of analyzing documents (list by the six divisions namely propaganda, Part Shariah Law Enforcement Division, Division of Family Development, Division of Research, Division of Management Board), running interviews with unit personnel training and management Services Division mengedarlan questionnaires to Islamic Affairs Assistant Grade S17 in JAINJ ie a total of 22 people in six parts, namely Part propaganda, part of Syariah Law Enforcement Division, Division of Family Development, Division of Research, Mosque Management Division. As a result researchers have identified six core competencies, namely competency Intellectual Soft; Communication competence; Soft Personal competence and character; Soft Interpersonal competence; Leadership competencies; and Competence Oriented Soft. The competency model proposed to the JAINJ to be adapted as one of the tools used in system of career development in the future. Researchers also submit proposals to the management JAINJ to expand the study to all levels of service competence

Model of Multilayer Knowledge Diffusion for Competence Development in an Organization

Growing role of intellectual capital within organizations is affecting new strategies related to knowledge management and competence development. Among different aspects related to this field, knowledge diffusion has become one of interesting areas from both practitioner and researchers perspective. Several models were proposed with main goal to simulate diffusion and to explain the nature of these processes. Existing models are focused on knowledge diffusion and they assume diffusion within a single layer using knowledge representation. From the organizational perspective connecting several types of knowledge and modelling changes of competence can bring additional value. In the article we extended existing approaches by using multilayer diffusion model and focused on analysis of competence development process. The proposed model describes competence development process in a new way through horizontal and vertical knowledge diffusion in multilayer network. In the network, agents collaborate and interchange various kind of knowledge through different layers and this mutual activities affect the competences in a positive or negative way. Taking under consideration workers cognitive and social abilities and the previous level of competence the new competence level can be estimated. The model is developed to support competence management in different organizations

Model of Multilayer Knowledge Diffusion for Competence Development in an Organization

Growing role of intellectual capital within organizations is affecting new strategies related to knowledge management and competence development. Among different aspects related to this field, knowledge diffusion has become one of the interesting areas from both practitioner and researcher’s perspectives. Several models were proposed with main goal of simulating diffusion and explaining the nature of these processes. Existing models are focused on knowledge diffusion and they assume diffusion within a single layer using knowledge representation. From the organizational perspective connecting several types of knowledge and modelling changes of competence can bring additional value. In this paper we extended existing approaches by using multilayer diffusion model and focused on analysis of competence development process. The proposed model describes competence development process in a new way through horizontal and vertical knowledge diffusion in multilayer network. In the network, agents collaborate and interchange various kinds of knowledge through different layers and these mutual activities affect the competencies in a positive or negative way. Taking into consideration worker’s cognitive and social abilities and the previous level of competence the new competence level can be estimated. The model is developed to support competence management in different organizations