Lihavõtete ehk ülestõusmispühade lõiming 1. klassi muusikatunnis: loov-praktiline lõputöö

Minu loov-praktilise lõputöö teema valiku tingis õpilaste huvi lihavõtete ehk ülestõusmispühade vastu ning minu osalemine erinevatel Carl Orffi muusikapedagoogika koolitustel nii Eestis kui ka välismaal. Lähtuvalt koolitustel õpitust ja kogetust, koostasin ka avatud muusikatunni tegevused osaliselt sellest lähtudes. Teiseks uurisin ma varasemalt oma magistritöös (Jalajas, 2011) eesti keele ja muusikaliste osaoskuste lõimingut. Loovpraktilises lõputöös lõimisin lihavõtete ehk ülestõusmispühade kombestiku muusikaliste osaoskustega 1.klassi muusikatunnis.https://www.ester.ee/record=b5238140*es

Finding a Good Job: Academic Network Centrality and Early Occupational Outcomes in Management Academia

The impact of universalistic versus particularistic criteria on academic hiring has been receiving growing attention in recent years. Yet, most studies conducted on hiring norms in academy and management academy have ignored the impact of social capital, particularly structural social capital, a particularistic attribute, on occupational outcomes. This could lead to a partial if not misleading view of the sociology of hiring in management academy. We utilize a novel approach, focusing on academic departments’ structural social capital in the form of network centrality (based on cumulative PhD exchange networks), and explore how this type of centrality impacts job seekers’ occupational prestige for new academic jobs in management departments and early career quality publications.We find that although merit-based criteria such as publications matter somewhat, academic network centrality explains significant variance in obtaining prestigious jobs. Paradoxically, we find that academic network centrality does not explain early career publications. We discuss the implications of our findings for management science

The Effect of Personality on Decision Making

This study examines whether personality can predict error making in decisions made using heuristics. We predicted that certain personalities would be more likely to use heuristics and therefore lead to more errors. We measured the personality of college students with the Big Five Inventory, and measured decision making through six decisions. Using a set of binary logistic regression models, we found that Conscientiousness was unexpectedly negatively related to correct decisions, and Agreeableness and Neuroticism had expectedly negative relationships with correct decisions. Openness was negatively related to correct decisions. An explanation for these findings is presented

The Effect of Birth Order on Personality and Leadership

Research has shown birth order influences aspects of a person’s life. Among them are intelligence, personality, and leadership. In this study we explored whether birth order influences personality and leadership style in a group activity. We used the Big Five Inventory to measure personality, the Multifactor Leadership Questionnaire to assess leadership style, and administered a questionnaire to gather birth order and other personal information. Participants completed the personality and leadership scales and were then assigned to a group to perform a group task. Contrary to expectations, we found no differences between firstborns and laterborns regarding either personality or leadership styles

Finding a good job: Academic network centrality and early occupational outcomes in management academia

The impact of universalistic versus particularistic criteria on academic hiring has been receiving growing attention in recent years. Yet, most studies conducted on hiring norms in academy and management academy have ignored the impact of social capital, particularly structural social capital, a particularistic attribute, on occupational outcomes. This could lead to a partial if not misleading view of the sociology of hiring in management academy. We utilize a novel approach, focusing on academic departments’ structural social capital in the form of network centrality (based on cumulative PhD exchange networks), and explore how this type of centrality impacts job seekers’ occupational prestige for new academic jobs in management departments and early career quality publications.We find that although merit-based criteria such as publications matter somewhat, academic network centrality explains significant variance in obtaining prestigious jobs. Paradoxically, we find that academic network centrality does not explain early career publications. We discuss the implications of our findings for management science