Evaluating the quality of the learning outcome in healthcare sector: The Expero4care Model

Purpose \u2013 This paper aims to present the Expero4care model. Considering the growing need for a training evaluation model that does not simply fix processes, the Expero4care model represents the first attempt of a \u201cquality model\u201d dedicated to the learning outcomes of healthcare trainings. Design/Methodology/Approach \u2013 Created as development of the Expero model (Cervai et al., 2013), the Expero4care model has been tailored for workplace learning in the healthcare sector and tested in six organizations across Europe. The model has been validated through the review of an international team of experts and its approval as QualiCert standard. Findings \u2013 Expero4care allows the evaluation of the quality of learning outcomes focusing on competences, impact in the workplace, transferability, participation and credits. The evaluation process involves different categories of stakeholders (learners, trainers, colleagues, managers, internal or external bodies that can benefit the training\u2019s results, i.e. final users of the service, such as patients and citizens), and it is based on a systematic data collection and comparison among expectations and perceptions. The implementation of the Expero4care model gives the opportunity to start a continuous improvement process of the trainings in the healthcare service. Research limitations/implications \u2013 Expero4care has been tested in both university courses and organizational trainings dedicated to professionals in the healthcare sector. The initial sample is not wide enough to cover all the countries and the types of trainings, so a larger implementation is needed to validate its appropriateness. Social Implication \u2013 Expero4care is the first model created specifically for organizations providing training in the healthcare sector. The implementation of the Expero4care model \u2013 adaptable to different kind of organizations and trainings \u2013 means that it is possible to highlight the value of the training considering its impact on the workplace and on the citizens. Originality/value \u2013 As the most commonly used tools to assess the quality of trainings consist of questionnaires submitted to participants at the end of the training and considering that quality models have not been utilized to analyse learning outcomes in healthcare, Expero4care represents the first quality model dedicated to training in healthcare service

Learning Climate and Job Performance among Health Workers. A Pilot Study

This paper will explore if and how psychological strain plays a mediator role between the learning climate and job performance in a group of health workers. Although the relationship between learning climate and job performance has already been explored in the international literature, the role of psychological strain, which may hamper or deepen this relationship, has yet to be investigated. The research hypothesis is that psychological strain mediates the relationship between the climate toward learning (including also the error avoidance climate) and job performance. Data were gathered in a Public hospital in Italy. Participants (N = 61) were health professionals (nurses and obstetricians). Considering the relatively small sample size, a mediation analysis with the aid of the SPSS macro PROCESS was performed. The results show that the relationship between the learning climate (specifically its dimension of organizational appreciation toward learning) and job performance is mediated by psychological strain. The future research agenda and practical implications are discussed in the paper

But who learns what? On the risks of knowledge accumulation through networked learning in R&D

In big companies, managerial activities and organizational boundaries will over time hide most unevenly developed skill and knowledge distribution patterns; studying the organizations with the means of modern applied physics is thus quite difficult. People are forced to communicate along the organizational lines, and their personal preferences that could affect the communication networks are often dampened to nearly obsolete. In small companies, however, as well as other less structured non-business organizations, many network patterns exist, based on the preferred cooperation and communication behaviour of human beings, and are observable in various real-life situations. Given their free choice of either to solve the problem themselves or go to one of the colleagues to ask for help, and a preference based on the transactive memory of the organization (a word-of-mouth "reputation" information about who has the skill needed to solve the problem, or who solved the previous one with some similarity) will over time lead to most difficult problems always being solved by one or two key individuals. This paper tests this idea with an agent model to confirm the accumulation of critical knowledge to few individuals. Furthermore, the paper presents a network relation study in a 45-person software solution company. It seems the knowledge is on its way to become distributed according to power law – centralized more and more to a couple of individuals – also in the reality of this case company, even if there are not enough interactions in the five-year history of the company to prove this in a statistically significant way

Compassionate Work Environments and Their Role in Teachers’ Life Satisfaction: The Contribution of Perceived Collective School Performance and Burnout

Abstract: Several studies on helping professionals showed the protective role of compassion among colleagues and leaders. Despite this, studies on well-being factors at school, both preventive and protective, usually focus on teachers’ personal resources and study compassion in the teacher–stu- dent relationship. This study explores the role of received compassion at work on teachers’ life sat- isfaction while considering perceived school collective performance and burnout conditions as me- diators in this link. One hundred and eighty-six Italian teachers (female = 85.4%, mean age = 48.5, SD = 9.46) completed a questionnaire on received compassion at work, perceived school collective performance, burnout, and life satisfaction. Through a structural equation model (χ2(21) = 30.716, p = 0.08, CFI = 0.989, TLI = 0.981, RMSEA = 0.050 (90% CI = 0.000–0.080, p = 0.465), SRMR = 0.038), it emerged that only perceived school collective performance mediated the association between re- ceived compassion and life satisfaction. To the best of our knowledge, few studies have addressed the role of compassion received from colleagues and supervisors at school and its effect on teachers’ work-related beliefs and personal well-being

Training culture: a new conceptualization to capture values and meanings of training in organizations.

Purpose The purpose of the study is to introduce and validate the concept of Training Culture defined as a subset of the main organizational culture, that allows examining meanings and values attributed to the training within an organization by management and employees. Design/methodology/approach This study, following the deductive scale development process, examines the theoretical foundation and psychometric properties of the Training Culture Scale (TCS), testing the utility and appropriateness of the measure. The TCS has been designed and developed on three specific dimensions: individual, group and organizational. A Confirmatory Factorial Analysis has been performed to assess the internal structure. Findings Results confirm the three dimensions initially hypothesized: individual, group and organizational, with good reliability indexes on the three factors. Practical implications The implementation of the TCS allows training experts to have a broader understanding of training in the organization and to better tailor the training activities according to the Training Culture profile of the organization. Originality/value Cultural analyses are usually carried out from the managerial perspective. The TCS considers the individual perception, including both management and employees in the definition of a Training Culture profile that enables the organization to develop more effective strategies for training and development

Remote work and human resources challenges from the Covid-19 pandemic scenario: the cases of Italy and Portugal

This study presents the preliminary results of a European project (EURECA) being carried out in Italy and Portugal. One of its aims is to understand the role of remote work arising from the recent pandemic. The question that drove this research was: What is the role of remote work resulting from the emergent changes of the 2019 pandemic scenario in Portuguese and Italian organisations?. Case studies were used as the methodological approach, and the qualitative and inductive work directed the research, guided by the assumptions of practice-based theory. Thus, interviews were conducted with human resource managers and/or directors of companies/public institutions. So far, the sample comprises 16 organisations. The results show that before the crisis, which lasted about two years, most organisations did not engage in remote work. Afterwards, human resources practices had to adapt to this new reality, and hybrid work (a combination of remote and face-to-face work) is currently present in most of the organisations studied. New challenges are also appearing in this area, including new information systems, career management, and training and performance evaluation, among others. Hence, this new model of work design also brings new challenges to organisations and management. The implications pressing issue are several: practical (for management and organisations); theoretical (new inputs on HR practices, remote working and change management); and methodological (reinforcing the importance of case studies and practice-based theory in a comparative analysis of the Portuguese and Italian contexts). Avenues for further research are also proposed.info:eu-repo/semantics/publishedVersio

Objective and subjective career success: individual, structural, and behavioral determinants on European hybrid workers

IntroductionIn the current worldwide labor context, where a disruption took place and employees experience.MethodsParticipated in this study 739 European hybrid workers who fulfilled an online assessment protocol.ResultsResults indicate that higher ages, higher educational levels, being married, having children, working.DiscussionThis study makes a unique contribution to the extant research on hybrid workers’ careers, specifically

The Role of Training in Organizations: a Comparative Case Study of Employees and Management Perspectives

The transition to a more collaborative way of working brought a change in the role played by training in organizations, representing not exclusively a way to develop employees\u2019 core competencies but also a strategic tool to govern team processes and organizational outcomes. As a consequence, training became a system embedded in the organizational context, developed on the basis of values, beliefs and practices commonly adopted within the organization. In this regard, the literature still lacks an in depth analysis of how training is perceived in the organization and how the perspectives of different members vary. Therefore, this article aims to fill this gap comparing and analyzing the meanings and values attributed to the training by management and employees. The analysis has been carried out through the implementation of the Training Culture Scale (TSC) that allows to point out the meanings and values of training at individual, team and organizational level. Employees\u2019 characteristics, tenure in the organization, gender and level of education can be predictors of the different perception of training within the organization. The comparison between managers and employees perceptions allows companies to develop strategies to strengthen the Training Culture of the organization