Career Benefits Research Articles

Neoliberalismo local fallido en Latinoamérica: el caso de la red Agencia de Desarrollo Económico Local (ADEL) del PNUD

This article examines the Local Economic Development Agency (LEDA) «new paradigm» model of institutional support for local economic development (LED), a model of led that emerged in the 1990’s as the neoliberal political project began its global ascendancy. The paper draws upon rich primary data from Latin America to demonstrate that the LEDA model has been almost entirely ineffective. Notwithstanding, UNDP has continued to support the leda model because it reflects core neoliberal imperatives – that all development institutions must be (re) structured as private sector-led and financially self-sustainable. In addition, a constituency of support emerged, composed of senior UNDP career officials and external consultants, that derived specific career and financial benefits from the continued operation of the leda model, and this constituency was able to conceal the ineffectiveness of the LEDA model. The article thus demonstrates that ineffective international development policies may be kept alive, Zombie-fashion, so long as they help to promote core neoliberal ideological objectives.

An Empirical Study on the Organizational Motivation and the Related Factors of “Post-80s” Employees

A research model for the organizational motivation and outcome variables of the “Post-80s” is established in this article for large-sample survey. Through Exploratory Factor Analysis and Confirmatory Factor Analysis, the author has discovered that the organizational motivation of the “Post-80s” is comprised of five dimensions including career development, salary and benefits, leadership characteristics, institutional environment and colleague relationships; the perception of organizational motivation has a positive impact on job satisfaction, organizational commitment and employee engagement and a negative impact on turnover intention; and job satisfaction is the complete mediation between the perception of organizational motivation and turnover intention, while organizational commitment is the complete mediation between the perception of organizational motivation and employee engagement. In the end, countermeasures for the motivation of the “Post-80s” are put forward in this article.

Publish, Don’t Perish: Research and Publication for Otolaryngologists

Publish, Don’t Perish: Research and Publication for Otolaryngologists

PENGARUH HUMAN RESOURCES MANAGEMENT PRACTICE TERHADAP EMPLOYEE INTENTION TO STAY PADA PT MEDIA NUSANTARA INFORMASI (SINDO)

This study aims to determine whether there isa significant effect of human resources management practices on employee intention to stay at PT Media Nusantara Informasi (Sindo). The analyses used multiple linear regressions with the sample of 100 full-time employees of PT Media Nusantara Infomasi (Sindo).As independent variables are Training and Development, Career Development, Compensation and Benefit, and Performance Appraisal, while Employees Intention to stay as dependent variable. The results showed that Training and Development, Career Development, Compensation and Benefit, and Perfomance Appraisal have positive significant effects on employee intention to stay. Further more, the results indicate that Compensation and Benefit dimension have a strongest effect.

Executive Extraversion: Career and Firm Outcomes

Psychology research identifies extraversion as the personality trait most closely associated with leadership. We examine executive extraversion, as measured by speech patterns during conference calls, and find extraverts experience significant career benefits. Specifically, controlling for executive and firm characteristics, including firm fixed effects, we find that extraverted CFOs and CEOs earn 6-11% higher salaries. Extraverted CFOs are more likely to be promoted to CEO, and extraverts become top executives at a younger age. Extraverted CEOs also serve on more outside boards and hold directorships at larger firms. Our findings highlight the role of personality traits in explaining executive career outcomes.

Service-learning's impact on dental students' attitude towards community service.

This study evaluated service-learning programme's impact on senior dental students' attitude towards community service at Virginia Commonwealth University (VCU) School of Dentistry. Experience gained through service-learning in dental school may positively impact dental students' attitude towards community service that will eventually lead into providing care to the underserved. Two surveys (pre- and post-test) were administered to 105 senior dental students. For the first survey (post-test), seventy-six students of 105 responded and reported their attitude towards community service immediately after the service-learning programme completion. Three weeks later, 56 students of the 76 responded to the second survey (retrospective pre-test) and reported their recalled attitude prior to the programme retrospectively. A repeated-measure mixed-model analysis indicated that overall there was improvement between pre-test and post-test. Scales of connectedness, normative helping behaviour, benefits, career benefits and intention showed a significant pre-test and post-test difference. An association between attitude towards community service and student characteristics such as age, gender, ethnicity and volunteer activity was also examined. Only ethnicity showed an overall significant difference. White dental students appear to have a differing perception of the costs of community service. The service-learning programme at VCU School of Dentistry has positively impacted senior dental students' attitude towards community service.

Model Validation and Comparison of Serious Leisure and Leisure Constraints between Golfers and Windsurfers

This cross-activity study aimed to compare and confirm the models for measuring serious leisure and leisure constraints in windsurfers and golfers, and to explore the correlation between these two concepts under different socioeconomic status. Purposive sampling was obtained from 210 windsurfers and 143 golfers, who met the criteria for serious leisure. The Confirmatory Factor Analysis (CFA) results showed that all indicators in the measurement models for serious leisure and leisure constraint established in this study were statistically significant. The reliability and validity of constructs and indicators were confirmed. For both activities, serious leisure had a significant negative correlation with leisure constraints. This study concluded that of the six serious leisure indicators defined by Stebbins personal attributes (perseverance, career, personal effort and long-lasting benefits) had a stronger power than social attributes (subculture and identification) for both windsurfing and golf participants. Because of the different distribution of socioeconomic status between windsurfers and golfers, windsurfers considered equipment cost, personal skill and group companionship, which had similar leisure constraint effects on activity participation. Whereas, golfers considered personal skill as the major constraint factor in golf performance. In terms of serious leisure characteristics, windsurfers treated windsurfing as a personal lifetime pursuit (career), while golfers considered overcoming all obstacles in golfing (perseverance) was most important. Finally, specific recommendations regarding future studies on serious leisure and leisure constraint are necessary.

Who’s heard on the Street? Determinants and consequences of financial analyst coverage in the business press

This study examines the determinants of financial analyst coverage in the business press and the effects of such coverage on analysts’ careers. Using a sample of business press articles that quote a financial analyst, we compare each cited analyst with the other analysts who were actively following the same firm and could have been cited by the reporter but were not. In general, we find that analysts quoted in the business press are more likely to possess characteristics that prior research has found to be positively associated with analyst quality and that higher quality analysts are allotted more space in the articles. However, we cannot rule out the possibility that at least some of our analyst quality measures capture the effects of familiarity. After controlling for analyst quality and article tone, we find that analysts with unfavorable stock recommendations are more likely to be cited than analysts with favorable recommendations. We provide evidence of significant career benefits for analysts who receive publicity in the business press, which suggests that the press is a source of valuable exposure for analysts.

A Survey of Faculty Mentoring Programs in AACSB Schools of Business

The human resources management literature offers considerable evidence that mentoring programs can positively influence a variety of measures of both individual and organizational performance. This study examines the use and effectiveness of faculty mentoring programs at business schools in the United States. A survey of 118 schools accredited by the Association for the Advancement of Collegiate Schools of Business found that mentoring programs are the exception rather than the rule. Moreover, many existing mentoring programs lack the strategic focus and structure that are critical to program success. Statistical results indicated that mentoring programs employing best practices achieved greater career and psychosocial benefits as predicted in the mentoring literature. The study offers insights that institutions can use in developing successful mentoring programs, and using them to more effectively leverage faculty resources.

Work stress, work motivation and their effects on job satisfaction in community health workers: a cross-sectional survey in China

ObjectiveIt is well documented that both work stress and work motivation are key determinants of job satisfaction. The aim of this study was to examine levels of work stress and...

Turning point: Winnie Tang

Genetics researcher reaps career benefits of moving from China to the United States.

Practical science communication strategies for graduate students.

Development of skills in science communication is a well-acknowledged gap in graduate training, but the constraints that accompany research (limited time, resources, and knowledge of opportunities) make it challenging to acquire these proficiencies. Furthermore, advisors and institutions may find it difficult to support graduate students adequately in these efforts. The result is fewer career and societal benefits because students have not learned to communicate research effectively beyond their scientific peers. To help overcome these hurdles, we developed a practical approach to incorporating broad science communication into any graduate-school time line. The approach consists of a portfolio approach that organizes outreach activities along a time line of planned graduate studies. To help design the portfolio, we mapped available science communication tools according to 5 core skills essential to most scientific careers: writing, public speaking, leadership, project management, and teaching. This helps graduate students consider the diversity of communication tools based on their desired skills, time constraints, barriers to entry, target audiences, and personal and societal communication goals. By designing a portfolio with an advisor's input, guidance, and approval, graduate students can gauge how much outreach is appropriate given their other commitments to teaching, research, and classes. The student benefits from the advisors' experience and mentorship, promotes the group's research, and establishes a track record of engagement. When graduate student participation in science communication is discussed, it is often recommended that institutions offer or require more training in communication, project management, and leadership. We suggest that graduate students can also adopt a do-it-yourself approach that includes determining students' own outreach objectives and time constraints and communicating these with their advisor. By doing so we hope students will help create a new culture of science communication in graduate student education.

Participation dynamics in crowd-based knowledge production

Crowd-based knowledge production is attracting growing attention from scholars and practitioners. One key premise is that participants who have an intrinsic “interest” in a topic or activity are willing to expend effort at lower pay than in traditional employment relationships. However, it is not clear how strong and sustainable interest is as a source of motivation in crowd- based knowledge production. We draw on research in psychology to discuss important static and dynamic features of interest and derive a number of research questions regarding interest-based effort in crowd-based projects. Among others, we consider the specific versus general nature of interest, highlight the potential role of matching between projects and individuals, and distinguish the intensity of interest at a point in time from the development and sustainability of interest over time. We then examine users’ participation patterns within and across 7 different crowd science projects that are hosted on a shared platform. Our results provide novel insights into contribution dynamics in crowd science projects. Moreover, given that extrinsic incentives such as pay, status, self-use, or career benefits are largely absent in these particular projects, the data also provide unique insights into the dynamics of interest-based motivation and into its potential as a driver of effort.

Portfolio careers for medical graduates: implications for postgraduate training and workforce planning

Portfolio careers in medicine can be defined as significant involvement in one or more portfolios of activity beyond a practitioner's primary clinical role, either concurrently or in sequence. Portfolio occupations may include medical education, research, administration, legal medicine, the arts, engineering, business and consulting, leadership, politics and entrepreneurship. Despite significant interest among junior doctors, portfolios are poorly integrated with prevocational and speciality training programs in Australia. The present paper seeks to explore this issue. More formal systems for portfolio careers in Australia have the potential to increase job satisfaction, flexibility and retention, as well as diversify trainee skill sets. Although there are numerous benefits from involvement in portfolio careers, there are also risks to the trainee, employing health service and workforce modelling. Formalising pathways to portfolio careers relies on assessing stakeholder interest, enhancing flexibility in training programs, developing support programs, mentorship and coaching schemes and improving support structures in health services.

Examining the Mentoring Relationships of Women Working in Intercollegiate Athletic Administration

The purpose of this study was to examine mentoring relationships of women working within intercollegiate athletic administration. More specifically, the mentor characteristics and the career and psychosocial benefits of having a mentor in intercollegiate athletic administration were the focus of the study. The population for this study was all 1,834 women working in intercollegiate athletic administration. Several practical implications for women wanting to work with a mentor in intercollegiate athletic administration arose from the data and included counseling, role modeling, acceptance and confirmation, coaching, and exposure and visibility.

Participation Dynamics in Crowd-Based Knowledge Production: The Scope and Sustainability of Interest-Based Motivation

Crowd-based knowledge production is attracting growing attention from scholars and practitioners. One key premise is that participants who have an intrinsic “interest” in a topic or activity are willing to expend effort at lower pay than in traditional employment relationships. However, it is not clear how strong and sustainable interest is as a source of motivation. We draw on research in psychology to discuss important static and dynamic features of interest and derive a number of research questions regarding interest-based effort in crowd-based projects. Among others, we consider the specific versus general nature of interest, highlight the potential role of matching between projects and individuals, and distinguish the intensity of interest at a point in time from the development and sustainability of interest over time. We then examine users’ participation patterns within and across 7 different crowd science projects that are hosted on a shared platform. Our results provide novel insights into contribution dynamics in crowd science projects. Moreover, given that extrinsic incentives such as pay, status, self-use, or career benefits are largely absent in these particular projects, the data also provide unique insights into the dynamics of interest-based motivation and into its potential as a driver of effort.

Leaders Management and Personnel Controlling in SMEs

1. Introduction This article focuses mainly on personnel controlling aiming to monitor and evaluate the company's short-term and long-term targets directly related to human resources management. Human resources management is essential to the success of any company, including small and medium-sized companies. But their management is rather different from that of big companies. Small and medium-sized companies are not usually able to offer career benefits comparable to those of big companies. On the other hand, they can offer the possibility of real production values, not those invented by multinational parent companies, but those that are real and achievable. The quality of the individual employees in the company is the most important condition for the success of small companies, because the failure of individuals has immediate effects, unlike in big companies (HavHcek, 2011). In comparing small firms with large ones, scholars present these key findings: (1) employees report the highest job quality in small firms, which decreases as the size of the firm increases; (2) workers in small workplaces owned by large firms report lower job quality than workers in comparably sized workplaces owned by small firms. (Storey, Saridakis, Sen-Gupta, Edwards, Blackburn, 2010). Other scholars have suggested that adopting human resource management (HRM) practices can improve small firms' competitiveness, thus enhancing their legitimacy (e.g. Williamson, Cable, & Aldrich, 2002). Enhanced legitimacy enables small firms to attract more qualified employees, which increases labour productivity and allows the firm to better compete in the marketplace (Patel, Cardon, 2010). The greatest competitive advantage of small and medium-sized companies in the coming years will not be products or financial or technological resources, but employees. The significant change in quality management and relative abundance of foreign capital, as well as the willingness of investors to allocate resources to interesting medium-sized companies will mean that crucial competitive advantage begins to move from the area of quality and price to the personnel level. People will decide, not money. The financial capital will become a consequence and a cause of the success of the individual companies. The companies will be in the hands of capable or less capable individuals or teams. The task of management is to create these teams and the task of the controlling will be to evaluate their actual contribution and performance (Havlicek, 2011). A detailed business process management model is provided in Figure 1. The M-C model is the basis for all business activities and thus serves as a basis for understanding marketing management and controlling. 2 2 2. Strategic personnel controlling Strategic controlling in the area of human resources management should focus mainly on optimizing the organizational architecture of the company and creating feedback in the selection of key employees, particularly in managerial positions. [FIGURE 1 OMITTED] 2.1 Optimization of the organizational architecture of the company Building organizational structures is not restricted only to projects and creation, but also to continuous monitoring of whether they are still beneficial for the company. The company changes in its lifecycle and if its organizational structure is not changed in time and with regard to the change of product segments and in particular with regard to its size and future financial participation, it may result in counterproductive and significant costs as well as communication, competence and responsibility failures. It is not unusual for a company to change its architecture linked to different competencies and forms of reporting even several times during its lifecycle. This may also be associated with changes in key positions of the company. One of the greatest dangers is adherence to the existing method of company or group organization, not because of the actual benefit for the company itself, but because it conforms to existing managers and employees. …

The Investigation of Relationship between the Organizational Citizenship Behavior (OCB), TQM practice and Organizational Performance

In today's competitive world, organizations are constantly seeking new ways to maximize the performance of their employees are working. Despite the increasing use of information technology, there are still gaps in the organization's performance. There are now firmly believed that the performance of their employees largely beyond the requirements defined roles depends. In recent years the development of new technologies and global economic growth will lead to increased competition and rapid changes in the nature of work organizations. As a result of these changes and prepare for future changes substantially increasing pressure on employees to take responsibility for career planning, training, salary and benefits will be logged. Also enterprises to compete on the global stage, satisfy the needs and expectations of customers and adapt to the changing nature of jobs, tend to choose employees who seek to go beyond their duty to act in the role specified in the job description. One reason is that successful organizations are that they have staff who are working beyond their official duties.

An Investigation of Career Benefits from the Mancosa MBA Qualification

This paper examines the career benefits of the MANCOSA MBA qualification. This study tests the hypothesis that there is a positive link between obtaining the MBA qualification, productivity at the workplace and career enhancement. This study also tests human capital theory which declares that the more educated a workforce, the higher the productivity. The framework of this study is underpinned with a quantitative approach by utilising descriptive and inferential statistics. The findings of the research yielded a positive correlation between the MBA qualification and workplace productivity and career progression. In addition, the most important reason the MBA qualification is considered a competitive qualification in South Africa is because MBA graduates apply their knowledge at their workplace. The finding of the study also lends support to human capital theory, as it is proves that productivity increases in the workplace due to the MBA qualification. However, the survey also reveals that although the MBA is a famed business qualification, it does not inspire entrepreneurial adventure, as most MBA graduates pursue personal careers rather than entrepreneurial opportunities.

On Research and Publication: the Specialty Society and its Scholarly Journal

On Research and Publication: the Specialty Society and its Scholarly Journal