The essence of professional development experience from the perspective of English teachers in private schools in the UAE

This study aimed at exploring the essence of professional development experience from the perspective of English teachers in private schools in the UAE. To achieve the goal of the study an explanatory mixed method design was used. In the first phase of the study, English teachers (n=200) responded to Professional Development Questionnaire of English Teachers (PDQET). The second phase of the study featured a qualitative method by interviewing a few participants (n=10) from the initial pool sample in the first phase of the study. The study also looked at the English teachers’ ranking of professional development models in terms of their actual availability, preference and motivation. The results gleaned from qualitative data helped in explaining the quantitative data. In general the participants perceived professional development experience positively as the Efficacy Category (M= 3.78) ranked first among all professional development categories. The results gleaned from the survey gleaned that teachers seek out PD opportunities to enhance their instructional abilities (37.5%), equip themselves with the latest in the field (30%), and enhance their students’ learning (28%). However, a small percentage of teachers (3%) disclosed that they seek professional development to impress their principals (1.5%). This reflects that English teachers in private schools are intrinsically motivated to pursue professional development. Moreover, the study revealed most English teachers (42%) employed in private schools preferred workshops to other professional development models. The study highlighted key issues pertinent to English teachers’ professional development and it gives some recommendation for professional development implementation practices and some venues for future research

Workplace ostracism, paranoid employees and service performance: a multilevel investigation

Purpose – Drawing on literature on victim precipitation theory, workplace ostracism, and paranoia, this paper examines the mediating role of workplace ostracism on the paranoia–serviceperformance relationship. This paper further postulates that team cognitive diversity (TCD) moderates the paranoia–workplace-ostracism relationship. Design/methodology/approach – Data were collected from 228 nurses from a leading hospital located in an eastern province of China. Hypotheses developed from the literature were tested using multivariate hierarchical linear modeling (HLM). Findings – Workplace ostracism had a negative effect on service performance, while TCD had a positive effect on workplace ostracism. Cognitive diversity moderated the paranoia–workplace-ostracism relationship, such that the positive relationship was stronger when group diversity was high. Practical implications – In order to avoid ostracism, multiple communication channels must be created to allow employees to voice their feelings in an appropriate format. Originality/value – This paper develops and tests a model exploring the antecedents of workplace ostracism and its effect on service performance

Diverse Group Effectiveness: Co-occurrence of Task and Relationship Conflict, and TFL

This study develops a theoretical integrated model examining the role the co-occurrence of task and relationship conflict (CTRC) as a mediator in the relationship between diversity and group effectiveness. The model also examines transformational leadership (TFL) as a moderator in this relationship. Data were collected from 354 people in 56 workgroups from three private universities in the Middle East. Hierarchical regression results revealed that TFL moderated diversity’s direct effect on CTRC, as well as the indirect effect linking diversity, CTRC, and group effectiveness. Specifically, diversity had an inverted U-shaped relationship with CTRC in groups with low TFL, but a negative linear relationship in those with high TFL. Findings help expand understanding of how, and under what conditions, diversity influences group effectiveness

Micro-Foundations of Organizational Design and Sustainability: The Mediating Role of Learning Ambidexterity

This paper builds on prior scholarly works by examining the relationship between organizing paradox (formalization and decentralization), and organizational levels of learning paradoxes, i.e. exploration and exploitation, and firms’ outcomes (organizational creativity, organizational resilience and organizational energy). Using data from 98 executives and 325 senior employees working across a diverse range of firms operating in the Middle East, the findings suggest that organizing paradox (formalization and decentralization) has a positive impact on learning ambidexterity. In addition, we also found that learning ambidexterity has a positive impact on both organizational resilience and organizational energy. Furthermore, the results indicate that learning ambidexterity mediates the relationship between organizing paradox and organizational creativity. These findings provide important insights into the micro-foundation aspects of organizational ambidexterity

Modélisation théorique et numérique de la dynamique de particules macromoléculaires en écoulement dans des systèmes méso-poreux

The purpose of this thesis is to develop a comprehensive model analysis in a three-dimensional spatial frame for the dynamics of molecular particles in dilute colloidal suspensions in solutions flowing inside pores of variable width, subject to hydrodynamic forces, Brownian motion and diffusive collisions at the rough pore boundaries, by using numerical simulations. The approach by simulations is necessary because it is extremely complex to use analytical tools at present to deal with the problem of diffusive collisions of the particles at the solid pore boundaries. The algorithms which we have developed and the corresponding simulations are sufficiently general and refined to be directly applied to the study of the dynamics of a wide variety of polymer and biological particles in dilute solutions under diverse physical and applicable hydrodynamic conditions inside pores. Moreover, the mechanisms leading to the adhesion of particles of nano sizes under what would be non-equilibrium conditions, due to the conflicting influence of the mechanical diffusive collisions and the attractive Hamaker forces at the boundaries, are of major interest. We have hence investigated a theoretical model to calculate the restitution coefficient from basic physical principles. The objective is to quantify the energy balance during the process of a diffusive collision of a nano particle under the influence of the repulsive forces on one hand, and the attractive Hamaker forces acting on the nano particle on the other. This is done by developing a model, based on the JKR and Hertz theories, to account for the energy losses during collisions, and for the energy gains due to the Hamaker interactions. Adhesion becomes an outcome if the energy balance permits this. Our theoretical model is developed by proposing a special analytic approach based on the Hamaker potential. We derive from the theoretical analysis a characteristic nonlinear equation for the restitution coefficient, and analyze its properties which determine under given physical conditions the outcome for adhesion or not.Les objectifs de cette thèse visent le développement d’un traitement inédit dans un repère spatiale tridimensionnel, pour le problème de la dynamique de collisions diffusives d’objets macromoléculaires en solution en écoulement hydrodynamique à l'intérieur des pores de largeur variable, soumis aux forces hydrodynamiques, du mouvement brownien et des collisions diffusifs aux parois des pores, en utilisant la modélisation théorique et les simulations numériques. L’approche par simulation numérique est nécessaire car il est extrêmement complexe d’utiliser des outils analytiques à présent pour traiter le problème de ces collisions diffusives aux parois solides. Les algorithmes que nous avons développés et les simulations correspondantes sont suffisamment généraux et avancés pour être directement appliquée à l'étude de la dynamique d'une grande variété de polymère et des particules biologiques dans des solutions diluées sous diverses conditions physiques et hydrodynamiques à l'intérieur des pores. Par ailleurs, les mécanismes conduisant à l'adhésion de nano particules et de particules macromoléculaires sous conditions de non-équilibre, en raison de l'influence contradictoire des collisions mécaniques diffusifs et les forces attractives de Hamaker aux parois solides, sont d'un intérêt majeur. Nous avons donc développé un modèle théorique pour calculer le coefficient de restitution. L'objectif est de quantifier le bilan énergétique pendant le processus de collision diffusive de ces particules aux parois, sous l'influence des forces de répulsion d'une part et les forces attractives de Hamaker. Cela se fait par l'élaboration d'un modèle, basé sur le JKR et les théories d’Hertz, pour tenir compte des pertes d'énergie lors des collisions et des gains d'énergie en raison des interactions Hamaker. L’adhésion arrive si le bilan énergétique le permet. Notre modèle théorique est développé en proposant une approche particulière basée sur le potentiel Hamaker. Nous démontrons ce bilan par le biais d'une équation caractéristique non linéaire pour le coefficient de restitution, et analysons ses propriétés qui déterminent l'adhésion ou non pour diverses conditions physiques initiales

“I Am Sorry, But I Did Not Mean to Hurt You”: A Moderated-Mediation Model of Group Non-Purposeful Ostracism

“I Am Sorry, But I Did Not Mean to Hurt You”: A Moderated-Mediation Model of Group Non-Purposeful Ostracis

Pragmatic impact of workplace ostracism: toward a theoretical model

Purpose - The purpose of this paper is to extend the ostracism literature by exploring the pragmatic impact of ostracism on performance. Design/methodology/approach - Ostracism workplace, social relations and empowerment structures are discussed. The paper then develops a theoretical framework that explains why and under what conditions workplace ostracism undermines employees’ performance. The author proposes that empowerment structures mediate the link between ostracism and in-role and extra-role performance. In addition, it was proposed that relational links buffer the negative relationship between ostracism and empowerment structures on performance and weaken the negative indirect effect of ostracism on performance. Findings - The theoretical arguments provide support for the model showing that empowerment structures mediate the relationship between ostracism and performance, and the mediation effect only occurred when external links were high but not when external links were low. Originality/value - The author has expanded the extant literature by answering recent calls for research exploring the pragmatic impact of workplace ostracism where past research has typically focused solely on the psychological impacts such as psychological needs

Relationships between status judgments, identification, and counterproductive behavior

Purpose – The purpose of this paper is to investigate the relationships among perceived external prestige (PEP), perceived internal respect (PIR), organizational and work-group identification (OID and WID), and counterproductive work behavior (CWB). Design/methodology/approach – Data were gathered from a cement firm's employees, using longitudinal research. Descriptive statistics, confirmatory factor analysis and structural equation modeling were employed. Findings – PEP and top management respect were positively related to organizational identification (OID), and the latter negatively related to organizational deviance; perceived co-workers and supervisor respect was positively related to WID, and the latter negatively related to interpersonal deviance; and identification foci mediated the relationship between status judgments and CWB. Research limitations/implications – The sample was based on one organization, limiting the results’ generalizability, and interactive relationships between WID and OID were not considered. The findings’ implications suggest that organizations need specific strategies for reducing deviant organizational behavior and deviant interpersonal behavior, and for fostering identification of their members. Originality/value – The study shows that employees’ evaluations of prestige and respect are important predictors of their identification with their organization and work group. It is the first study to investigate the relationship between social identification foci and deviant work behaviors as a negative outcome of identification. It developed a new scale to assess employees’ perception of internal respect; it supports operationalizing PIR as a multifoci construct. It has also answered the call for longitudinal research as opposed to cross-sectional research