360-degree Assessment Research Articles

Innovative trends in structural-transformational shifts in the management system of construction stakeholder enterprises

This article explores innovative trends in personnel management within the construction industry, based on the combination of digital tools, economic-mathematical models, and flexible approaches to work organization. These trends contribute to improving the efficiency of human resource management under structural-transformational shifts, providing a competitive advantage to construction stakeholder enterprises. The article specifies the methods, tools, and procedures for personnel formation and development in construction. Modern HR management approaches are analyzed, emphasizing its role in the professional development of personnel. Key tools and technologies used for assessing and enhancing employee qualifications are considered, including methods such as 360-degree assessment, coaching, mentoring, as well as competency and career development models. Special attention is paid to the impact of HR management on employee motivation, productivity, and loyalty to the organization. The potential of digital technologies and innovative approaches that enable more effective implementation of personnel development programs is highlighted. The results confirm that integrating HR management into the overall business strategy is a key condition for improving organizational performance and ensuring its competitive advantage in the market. The article also examines dynamic trends in the demand for managerial personnel and the development of functional training systems for management staff at both international and national levels, with a special focus on construction enterprises. Key challenges related to the growing demand for highly qualified managers in the context of digitalization and innovative changes in construction are discussed. Approaches to forming talent pools, implementing modern training programs, and digital technologies for enhancing managerial qualifications are analyzed. The article concludes by stressing the need to integrate advanced HR management practices and develop strategies to adapt training systems to meet the increasing demands for managerial competencies in the construction sector.

The Institutional Leaders in Universities: A Framework for Improving Competency Assessment

This study describes the process of creating and improving a leadership competency framework within an organisation responsible for identifying potential leaders in universities. Specifically, this study assesses the leadership competency framework created in 2015 and its current relevance. Based on the focus group discussions, this study emphasises the need to refine the existing leadership competencies framework to accurately represent the current state of leadership at universities. The participants unanimously agreed to retain all clusters with minor changes. Specifically, the participants suggested that self-management should replace self-confidence to improve personal effectiveness. The leaders must have the ability to manage stress efficiently and maintain a stable state of mind. This study indicates participants understood diversity and flexibility, and leaders must adapt and use others' skills, especially in certain circumstances. The ability to adjust behaviour and ideas to environmental changes fosters inventiveness, critical thinking, and methodological challenge. In addition, the leaders must have a friendly and highly skilled demeanour. The participants also suggested introducing five additional assessment tools to evaluate the competence of future leaders. The five instruments include the 180-degree assessment, the 360-degree leadership assessment, the psychometric tests for IQ and EQ, the psychometric tests for personality, and the scenario planning analysis. The findings of this study provide an improved structure for identifying a competent leader who is exceptionally well suited to universities' unique demands.

Omnidirectional image quality assessment with local–global vision transformers

With the rising popularity of omnidirectional images (ODIs) in virtual reality applications, the need for specialized image quality assessment (IQA) methods becomes increasingly critical. Traditional IQA approaches, designed for rectilinear images, often fail to evaluate ODIs accurately due to their 360-degree scene representation. Addressing this, we introduce the Local–Global Transformer for 360-degree Image Quality Assessment (LGT360IQ). This novel framework features dual branches tailored to mimic top-down and bottom-up visual attention mechanisms, adapted for the spherical characteristics of ODIs. The local branch processes tangent viewports from salient regions within the equirectangular projection image, extracting detailed features for granular quality assessment. In parallel, the global branch utilizes a task-dependent token sampling strategy for holistic image feature processing and quality score prediction. This integrated approach combines local and global information, offering an effective IQA method for ODIs. Our extensive evaluation across three benchmark ODI datasets, CVIQ, OIQA, and ODI, demonstrates LGT360IQ superior performance and establishes its role in advancing the field of IQA for omnidirectional images.

Effects of a Novel Blended Virtual Reality and Clinical Learning Environment on the Learning Transfer of Anesthesiology Residents

The use of educational technology is considered a necessity due to the increasing changes in medical education. This study aimed to design a novel blended virtual reality and clinical learning environment (CLE) and to investigate its effectiveness in the learning transfer of anesthesiology residents during spinal anesthesia procedures. In this experimental study, 25 residents (academic year 2020/2021) were randomly divided into blended (n=11) and clinical (n=14) groups. Spinal anesthesia training for the blended group was performed in the virtual training laboratory (week 1) and the operating room (from week 2 to week 4), while for the CLE group, it was only performed in the operating room. Training, based on task-centered learning, was provided for both groups, and then, a 360-degree assessment of learning transfer was conducted by professors, patients, co-workers, and self-assessments using a standard questionnaire. Data were analyzed using non-parametric tests. There was a significant difference in the learning transfer of residents between the blended and CLE groups (U=39, P=0.03<0.05). There was also a significant difference in the subcategories of learning transfer according to the professors and co-workers; however, there was no significant difference according to the patients and self-assessments. The blended VR/CLE learning environment was more effective than CLE in improving residents’ learning transfer. Besides, an increase in scores indicated an improvement in professional competence.

MANAJEMEN KINERJA DAN METODE PENILAIAN KINERJA KARYAWAN PERUSAHAAN

Performance management and employee performance appraisal methods are important aspects of human resource management in every organization. Performance management includes the process of planning, monitoring, assessing and developing employee performance to achieve company goals. The performance appraisal method is a tool used to measure employee contributions to organizational success. This abstract explains the importance of effective performance management in increasing employee productivity, motivation and development. Various performance assessment methods, such as results-based, 360-degree, competency, behavioral, and OKRs assessments, provide flexibility in evaluating employees according to the organizational context. By combining targeted performance management with appropriate appraisal methods, organizations can achieve their strategic goals while providing meaningful feedback to employees. In the competitive business era, effective performance management and fair performance appraisal are the keys to organizational success and growth

Validity and Reliability of 360 Degree Healthcare Leadership Model

Background/Purpose: Leadership assessments in the literature based on only self-reports but this is not enough anymore. It could be evaluated by all stakeholders. The objective of this study was to investigate the goodness of fit of 360 degree healthcare leadership scale developed by National Health System Leadership Academy in Turkish population and carry out reliability and validity of the 360 degree healthcare leadership model. Methods: This is a questionnaire validation study. It was conducted in 10 public hospitals with 750 healthcare professionals. Healthcare managers assessed their own leadership skills (171 participants). Later, healthcare professionals were assessed by peers, managers and direct reports, and a 360-degree assessment was completed. Validity, internal consistency and CFA was conducted in this study via SPSS and SPSS AMOS software. Results: Item-total correlation was above 0.30. The Cronbach’s α values were between 0.72 and 0.86 in sub dimensions. Construct validity scores are as follows: CMIN/DF: 2.32; CFI: 0.89; GFI: 0.77; NFI: 0.83; IFI: 0.90. Conclusion: Turkish version of 360 degree healthcare leadership model which included 9 dimensions was approved its applicability in Turkish healthcare organizations and it could be a valuable measurement tool for effective leadership.

Human Resource Assessment and Management

Carrying out performance assessments on employees and executives is very important because it can have an impact on improving the performance concerned. This increase in performance will automatically have an impact on improving organizational performance. In this case, the role of Human Resource Management is very strategic in creating value that is difficult for competitors to imitate, namely, the value of human resources which is realized in an intangible activity, this value is a response from superiors, subordinates, and the surrounding environment which is equivalent to that in shoulder. Through 360-degree assessment, you can create an effective feedback process on employee and manager performance. By assessing performance, goals focused on improving quality can be better observed. Therefore, such an assessment can support the achievement of competitive advantage.

Saliency and Depth-Aware Full Reference 360-Degree Image Quality Assessment

With the widespread adoption of virtual reality and 360-degree video, there is a pressing need for objective metrics to assess quality in this immersive panoramic format reliably. However, existing image quality assessment models developed for traditional fixed-viewpoint content do not fully consider the specific perceptual issues involved in 360-degree viewing. This paper proposes a 360-degree image full-reference quality assessment (FR-IQA) methodology based on a multi-channel architecture. The proposed 360-degree FR-IQA method further optimizes and identifies the distorted image quality using two easily obtained useful saliency and depth-aware image features. The convolutional neural network (CNN) is designed for training. Furthermore, the proposed method accounts for predicting user viewing behaviors within 360-degree images, which will further benefit the multi-channel CNN architecture and enable the weighted average pooling of the predicted FR-IQA scores. The performance is evaluated on publicly available databases to demonstrate the advantages brought by the proposed multi-channel model in performance evaluation and cross-database evaluation experiments, where it outperforms other state-of-the-art ones. Moreover, an ablation study exhibits good generalization ability and robustness.

Tutor assessment of medical students in problem-based learning sessions.

Problem-based learning (PBL) is a method of learning that has been adopted in different curricula of different disciplines for more than 30 years; the assessment of the students in PBL sessions in medical schools is fundamental to ensure students' attainment of the expected outcomes of conducting PBL sessions and in providing the students with the feedback that help them to develop and encourage their learning. This study investigated the inter-rater reliability of the tutor assessment in assessing medical students' performance in their PBL tutorial sessions. This study was conducted in the College of Medicine (COM), in the academic year 2021-2022. The study involved ten raters (tutors) of two genders who assessed 33 students in three separate PBL tutorial sessions. The PBL sessions were prerecorded and shown to the 10 raters for their assessment of PBL sessions. This study showed that male raters gave higher scores to students compared with female raters. In addition, this investigation showed low inter-rater reliability and poor agreement among the raters in assessing students' performance in PBL tutorial sessions. This study suggests that PBL tutor assessment should be reviewed and evaluated; this should be performed with consideration of using assessment domains and criteria of performance. Thus, we recommend that 360-degree assessment including tutor, self, and peer assessment should be used to provide effective feedback to students in PBL tutorial sessions.

Hemşirelik Öğrencilerinin İlk Klinik Uygulamalarının Değerlendirilmesine İlişkin Çok Kaynaklı İncelemeler ve 360-Derece Değerlendirmeye ilişkin Öngörüler: Nitel Bir Çalışma

Aim: This study was conducted to explain the current situation regarding the assessment of nursing students during their first clinical practice and to determine the views on 360-degree assessment, an innovative approach, from a multi-source perspective. Material and Methods: In this qualitative case study, individual interviews were conducted with nine instructors, focus group interviews were conducted with twenty-three nursing students, and documents were examined. Data were collected between 7 August 2019–22 November 2020. The data were analyzed in line with the descriptive analysis approach. Results: While reflections on the current situation were generated in line with the findings obtained from three data sources, the context of predictions on 360-degree assessment was generated in line with the findings obtained from interviews with students and instructors. Reflections on the current situation context are analyzed under assessors, competencies, methods and tools, feedback, challenges, and suggestions themes. Predictions on 360-degree assessment context are analyzed under assessors, frequency, tools, setting, benefits, and challenges themes. Conclusion: According to the results of the data triangulation, the most important issues regarding the assessment of nursing students during first clinical practice were the high student/instructor ratio and the fact that only instructors are officially assessors. Instructors and students approached positively to the 360-degree assessment, but they also shared some concerns.

Оценка уровня развития должностных компетенций сотрудников Росгвардии

Introduction. The problem of creating a reliable system for evaluating employees of law enforcement agencies, selecting candidates and forming a personnel reserve is constantly within the sphere of researchers’ interests and involves the development and implementation of effective tools that allow both assessing professional suitability and forecasting the effectiveness of professional activity of employees. In relation to the employees of the non-departmental security units of the Rosguard, official competencies have recently become such a tool.
 The purpose of the study is to develop a technology for assessing the job competencies of employees of the non–departmental security (PSB) of the Rosguard within the context of a competence model. The object of the study were employees of the combatant units of the Rosguard of Russia in St. Petersburg and the Leningrad region (271 people), including 72 leaders (platoon and company commanders), 60 police officers and 139 PSB experts.
 Research methods. While developing procedures for assessing job competencies, the assessment center method, P. Ward’s 360-degree assessment method, comparative, correlation, factor, and regression analysis were used. The psychodiagnostic tools of the study involved a set of valid, reliable, complementary methods: expert assessment, standardized interview, short intellectual selection test CAT (V. N. Buzin, E. F. Vanderlik); standardized multifactorial method of personality research SMIL (L. N. Sobchik), self-actualization test SAT (E. Shostrom), the methodology of the motivational structure of personality (V. E. Milman), the methodology for assessing the level of neuroticism and psychopathization (I. B. Lasko, B. I. Tonkonogy).
 Results. The article presents the results of the empirical study of the level of development of job competencies of PSB employees. The authors come to the conclusion that such competencies as «professional motivation» and «compliance with official subordination» influence the effectiveness of the official activity of an ordinary employee, while such competencies as «professional motivation», «special knowledge», communication skills and the ability to use synergy in solving work tasks influence the effectiveness of the official activity of the head of the department.

Toxic leadership, mental well-being and work engagement among nurses: a scale adaptation study and structural equation model approach

PurposeAlthough the background on positive and supportive leadership styles and their positive effects is constantly increasing, it is known that negative and destructive leadership styles are less researched. Thus, examining the toxic leadership behaviors of nurse managers and the effects of these on nurses has a critical significance. When the measurement tools evaluating toxic leadership are examined, it is seen that there is a need for measurement tools that evaluate the toxic leadership behaviors of nurse managers. This study's purpose is to psychometrically examine the Turkish version of the Toxic Leadership Behaviors of Nurse Managers (ToxBH-NM-TR) Scale and test the hypothesized conceptual model that includes the relationships between toxic leadership, mental well-being and work engagement.Design/methodology/approachThis quantitative research was carried out in psychometric, correlational and cross-sectional design. A total of 559 nurses were included in the study by using the convenience sample method. The ToxBH-NM-TR Scale, Warwick–Edinburg Mental Well-Being Scale and Utrecht Work Engagement Scale (UWES) were used to measure the latent variables of the study. The data were collected between June and October 2020 with the online survey method. IBM SPSS Statistics 24 and Amos 21 statistical programs were used to analyze the data.FindingsThe scale-content validity index of the ToxBH-NM-TR was 0.88. Confirmatory factor analysis results showed that the fit indices were acceptable. The ToxBH-NM-TR had high internal consistency and temporal stability. In addition, the relationships between the latent variables of the study were in the expected direction and statistically significant (p < 0.001). The hypothesized conceptual model showed an acceptable or good fit to the data. Mental well-being partially mediated the relationship between toxic leadership and work engagement. The study showed that the ToxBH-NM-TR is a valid and reliable instrument and provided evidence that confirmed the hypothesized conceptual model.Research limitations/implicationsThe first of these is the fact that managers' toxic leadership behaviors were determined based on nurses' self-report. For this reason, participants' potential prejudices may have affected the results of the study. The second limitation concerns the data collection technique. Using face-to-face data collection techniques during the COVID-19 pandemic could create a danger/risk for the health of nurses, researchers and patients. Therefore, the nurses in this research were reached through an online survey on social media platforms. The participants of the study were limited to those who had access to social media. Finally, some socio-demographic and professional characteristics of the participants may be a confounding variable for the model. For this reason, this conceptual model needs to be validated on other samples in different countries to increase the generalizability of the research results.Practical implicationsThe characteristics of this leadership style should be understood, and its effects on employees and organizations should be evaluated by screening regularly to prevent the development of toxic leaders and to eliminate the harmful effects of their behavior. The nurses should respond decisively to the forces that cause them to submit in order not to encourage a toxic leadership style. Healthcare institutions should develop procedures and take a proactive approach to destructive and negative leadership behaviors and practices. In addition, nurse managers should get feedback by using informal networks and 360-degree assessment tools and evaluate whether their leadership has a toxic function by regularly screening the effects of their leadership.Originality/valueThe results of this study offer important implications for nurses, managers and healthcare institutions and can be useful in gaining awareness about the negative effects of a toxic leadership style. In addition, the study provides a valid and reliable scale that will enable the identification of managers with this leadership style to prevent the development of toxic leaders and eliminate the harmful effects of their behavior.

Attention-Aware Patch-Based CNN for Blind 360-Degree Image Quality Assessment.

An attention-aware patch-based deep-learning model for a blind 360-degree image quality assessment (360-IQA) is introduced in this paper. It employs spatial attention mechanisms to focus on spatially significant features, in addition to short skip connections to align them. A long skip connection is adopted to allow features from the earliest layers to be used at the final level. Patches are properly sampled on the sphere to correspond to the viewports displayed to the user using head-mounted displays. The sampling incorporates the relevance of patches by considering (i) the exploration behavior and (ii) a latitude-based selection. An adaptive strategy is applied to improve the pooling of local patch qualities to global image quality. This includes an outlier score rejection step relying on the standard deviation of the obtained scores to consider the agreement, as well as a saliency to weigh them based on their visual significance. Experiments on available 360-IQA databases show that our model outperforms the state of the art in terms of accuracy and generalization ability. This is valid for general deep-learning-based models, multichannel models, and natural scene statistic-based models. Furthermore, when compared to multichannel models, the computational complexity is significantly reduced. Finally, an extensive ablation study gives insights into the efficacy of each component of the proposed model.

Leveraging the health equity implementation framework to foster an equity focus in medical education

Teaching equitable clinical practice is of critical importance, yet how best to do so remains unknown. Educators utilize implementation science frameworks to disseminate clinical evidence-based practices (EBP). The Health Equity Implementation Framework (HEIF) is one of these frameworks, and it delineates how health equity may be concomitantly assessed and addressed in planning the implementation of an EBP. The HEIF therefore lays a strong foundation to understand and explain barriers and facilitators to implementation through an equity lens, making it well-suited for use by medical educators. Three equity-focused frames of reference within the model include (1) the clinical encounter, (2) societal context, and (3) culturally relevant factors, herein referred to as domains. The HEIF provides a structure for prospective and retrospective assessment of how EBP are taught and ultimately incorporated into clinical practice by trainees, with specific attention to delivering equitable care. We present three examples of common topics in internal medicine, contextualized by the three equity domains of the HEIF. We additionally acknowledge the limitations of this framework as a research tool with complex features that may not be suitable for brief teaching in the clinical environment. We propose a 360-degree learner assessment to ensure implementation of this framework is successful. By encouraging trainees to explore the narrative experiences of their patients and examine their own implicit biases, the HEIF provides a structure to address gaps in knowledge about delivering equitable care.

RANCANGAN SISTEM PENDUKUNG KEPUTUSAN PENENTUAN KARYAWAN TERBAIK DENGAN METODE PENILAIAN 360 DEGREE FEEDBACK BERBASIS WEB PADA PT. INDONESIA MARINE TRANSPORTATION

PT. Indonesia Marine Transportation is a company engaged in shipping services via sea. This company has several problems in human resource management, one of which is employee assessment. The employee appraisal process is still subjective and manual, so determining the best employee takes time. The formulation of the problem discussed is: how to design the best employee appraisal decision support system application using the 360 degrees feedback assessment method. This method is a multi-source assessment that involves appraisals from managers, subordinates, co-workers, oneself, and even customers. The purpose of this study is to design a decision support system application for evaluating the best employees by applying the 360-degree feedback assessment method.

Evaluation of a charge nurse leadership development program.

Evaluation of a charge nurse leadership development program.

Influence of Distributive Fairness on Performance Appraisal Practices in Public Secondary Schoolsin Cherangany Sub-County

Aims: Teachers’ performance appraisal has been an integral component of teacher management system in Kenya. As such its application is critical in ensuring quality delivery. This study therefore sought to establish the influence of distributive fairness on implementation of performance appraisal practices in public secondary schools in Cherangany Sub-County.&#x0D; Study Design: The study used concurrent triangulation design.&#x0D; Place and Duration of the Study: Public secondary schools in Cherangany Sub-County.&#x0D; Methodology: The study included 187 respondents. Of these there were 37 (25 male and 12 femaleprincipals having an age range of 35 – 51 years). In addition 150(80 male and 70 female teachers were included. Stratified, simple random and purposive sampling was used to select respondents. Questionnaire was used to collect information and opinions from teachers and interviews from the principals.&#x0D; Results: There was a significant positive influence of distributive fairness on implementation of performance appraisal practices (r= 0.51, p =0.000). Therefore, the more distributive fairness led to an increase in implementation of performance appraisal practices.&#x0D; Conclusion: The results indicated positive influence of distributive fairness in the implementation of performance appraisal practices in public secondary schools in Cherangany Sub-County. To change the negative influence from the teachers, the study recommends use of a combination of methods in collection of performance appraisal data such as peer observation, self-evaluation, 360-degree assessment, verbal discussions and external assessment. The teachers should however be involved in selection of the preferred appraisal methods.

УГРУПУВАННЯ ТЕНДЕНЦІЙ ЗМІНИ УПРАВЛІННЯ ПІДПРИЄМСТВОМ З ТОЧКИ ЗОРУ ТРАНСФОРМАЦІЇ ОСНОВНИХ БІЗНЕС-ПРОЦЕСІВ

The article examines changes in approaches to enterprise management in connection with the systemic reformatting of the business unit's production platform. The future of the enterprise is expected to be characterized by digitization, the introduction of technologies using artificial intelligence, the reconfiguration of business models under the influence of new technologies and changes in consumer demand, the deepening of social and environmental responsibility, and the globalization of international trade. In the future, the company's business processes will be transformed into new forms based on the automation of structural elements, personalization of communications with customers, technology integration, and the use of promising economic models. As the work environment changes, so does the employee, who is primarily required to work with digital technologies, use various applications and platforms, adopt innovative production approaches, be flexible, and be able to quickly adapt to changing market trends. This study examines the evolution of leadership qualities for the effective management of a digital enterprise. The focus of managerial competencies will gradually shift to flexibility, creativity, intercultural competence, and digital literacy, which will eventually become the fundamental basis for the effective functioning of the enterprise. The organization of management activities is closely linked to personnel assessment, which allows for identify problematic issues and evaluate the work of the workforce, is the basis for planning personnel development and ultimately assesses the effectiveness of managers, managers in terms of achieving goals, the ability to motivate colleagues, manage processes and develop a team. A clear understanding of the stages of applying the main HR assessment methods, namely key performance indicators (KPIs), 360-degree assessment, assessment center and self-assessment procedures, will allow you to effectively apply these tools in your business practice. Human resources management will continue to evolve, introducing new methods and technologies: machine learning and artificial intelligence will be used to automate recruitment processes, analyses productivity and optimize workflows; flexible working methods will spread; and the so-called emotional intelligence management will be developed.

Fostering "Reflection-On-Practice" Through a Multisource Feedback and Peer Coaching Pilot Program.

Reflective practice involves thinking about one's practice and often involves using data to effect such reflection. Multisource feedback (MSF) involves evaluation by peers, patients, and coworkers. Coaching has been identified as a key aspect of MSF with peer coaching involving two or more colleagues working together to reflect on current practices and share ideas. We introduced a pilot MSF and peer coaching program with a goal to evaluate its effect on fostering reflective practice. Physician participants completed a 360-degree assessment of their practices, followed by peer coaching sessions. Peer coaches were oriented to an evidence-based theory-driven feedback model (R2C2) to support coaching skills development. A mixed-methods evaluation study was undertaken, including pre to post surveys of readiness for self-directed learning, a postevaluation survey of participant satisfaction, and semistructured participant interviews. Thirty four (N = 34) participants completed the 360-degree assessment, and 22 participants took part in two coaching meetings. Respondents reported significant improvement to aspects of their readiness for self-directed learning ( P <.05), including knowing about learning strategies to achieve key learning goals, knowing about resources to support one's own learning, and being able to evaluate one's learning outcomes. Overall, respondents felt empowered to "reflect" on their practices, affirm what they were doing well, and, for some, identify opportunities for further and ongoing professional development. MSF and peer coaching emerged as key elements in enabling reflective practice by facilitating reflection on one's practice and conversations with one's peers to affirm strengths and opportunities for strengthening practice through self-directed professional development.

Evaluasi Penggunaan Quizizz Untuk Meningkatkan Motivasi Belajar Peserta Didik

&lt;table width="593" border="1" cellspacing="0" cellpadding="0"&gt;&lt;tbody&gt;&lt;tr&gt;&lt;td valign="top" width="387"&gt;&lt;p&gt;Success in learning is evidenced by student achievement that appears both during learning and after learning. Students who excel certainly have the motivation to be the best in their class, this factor underlies researchers to conduct research related to aspects of competition in encouraging students to excel more in competition within the class. The method used by researchers uses Project Based Learning with the help of the &lt;em&gt;Quizizz&lt;/em&gt; application. The facilities provided by the &lt;em&gt;Quizizz&lt;/em&gt; application are believed to be able to encourage students to compete and excel. With the &lt;em&gt;Quizizz&lt;/em&gt; application students can see firsthand the results of their work in answering questions and there are also other facilities such as the power to add points if they answer correctly, so that points will be counted 2 times as much as usual. Gibbs Reflective Learning Cycle used in evaluating the learning process Unlike previous studies, this study applies 360-degree assessment techniques derived from teachers and learners to evaluate the performance of the use of technology in the learning process.&lt;/p&gt;&lt;p&gt; &lt;/p&gt;&lt;/td&gt;&lt;/tr&gt;&lt;/tbody&gt;&lt;/table&gt;