Human Resource Development Programs Research Articles

Reconstructing goals for transfer of training in faculty development programs for higher education teachers: A qualitative documentary method approach

Faculty development programs are often used in universities and higher education institutes to develop the knowledge and skills of their teaching personnel. At the same time, these faculty development programs often remain ineffective because lecturers are not fully using what they learned in their courses, classes, and seminars. The purpose of this case study was to explore the goals higher education teachers had after professional development programs for applying newly trained knowledge and skills. Grounded in 3 × 2 achievement goal model and Ryan and Deci's (2018) goal contents theory, the study addressed the research question: Which types of transfer goals do university teachers have after teacher education? Participants were three lecturers that were selected following the procedures of the maximum variation sampling schema. Adopting a mixed methods approach, data were collected with questionnaires (aimed at profiling the goal orientations of the teachers) and reflective interviews (aimed at reconstructing the goals and goal contents teachers had for transferring the trained skills). Triangulation of the quantitative and qualitative data using the documentary method resulted in a typology of intrinsic, mixed, and extrinsic transfer goals. Directions for future research associated with instrument development and theory building as well as implications for the educational practice in human resource development programs of higher education institutes are discussed.

Decades of Educational Excellence: A Case Study of A Successful Family-Owned Higher Educational Institution

This study critically examined a successful family-owned higher educational institution to identify the attributes and practices that may have led to its success. This research was confined to a private, non-sectarian, family-owned higher institution of learning that has been operating for more than fifty years, had only one founder, and had at least two transitions in terms of generation. Findings revealed nine themes – the presence of a positive (1) corporate culture and values, (2) shared vision, (3) corporate social responsibility, effective (4) corporate governance, a strong (5) human resource development program, a transformative (6) style of leadership, (7) strong family culture, (8) succession plan and effective (9) business strategies, attributes and practices contributory to the success of a family-owned higher education institution. Significantly, the dominant theme was anchored on corporate culture and values, which reflect the family orientation not only of the leaders in the institution but also the general culture of the Filipino people. It is concluded that these various themes form part of the holistic model that can appropriately analyze family firm performance in the field of education in terms of sustainability through several generations. Ultimately, sociological factors dominated this study's results, reflecting how culture impacts different processes and structures in a family-owned Higher Education Institution.

Influence of Neighbourhood and Schooling on Myopia: Learnings from the Shanghai Child and Adolescent Large-Scale Eye Study (SCALE)

Background: Environmental factors are associated with myopia but their role is not well elucidated. Little is known about the variation in prevalence by district/neighbourhood within a region and the effect of schooling. Such data may provide information on socioeconomic risk factors and/or schooling environment. We used the baseline data from the Shanghai Child and Adolescent eye study to address these questions. Methods: In a prospective, school-based, survey (2012-2013), we examined 910,245 school children (four to14 years old) across all 17 districts of Shanghai and administered non-cycloplegic auto refraction, visual acuity check, and questionnaire. We plotted age-gender standardized prevalence of myopia (≤1•0D) and high myopia (≤-5•0D) across the districts, used a regression discontinuity design to determine the impact of school entry cut-off date (1 September) by comparing refractive errors at each age, for children born pre-September to post 1-September, and performed a multivariate analysis to explore risk factors associated with myopia. Findings: Data for 606,476 children was included. Prevalence of myopia and high myopia was 32∙9% (95% CI:32•8-33•1) and 4•2% (95% CI:4•1-4•2) respectively. Myopia prevalence was twice in the inner (43•5%; highly urbanized) compared to outer districts (21•6%). From 6 years of age onwards, children born pre-September were more myopic compared to those born post 1 September (ahead in school by one year, discontinuity at 6 yrs:-0•19D (95% CI: -0•09 to-0•30D);14 yrs:-0•67D (95% CI: -0•21 to-1•14D)). Interpretation: Vision of children is influenced by schooling. In Shanghai, more children were myopic in inner district schools and, at any given age, those ahead in schooling by one year had a more myopic refractive error. Funding: 1. Three-year Action Program of Shanghai Municipality for Strengthening the Construction of the Public Health System (2011-2013) (Grant NO.2011-15) 2. Key Discipline of Public Health –Eye health in Shanghai (Grant No. 15GWZK0601) 3. High-end Research Team–Eye Health in Shanghai (GWTD2015S08; Shanghai, China) 4. Municipal Human Resources Development Program for Outstanding Young Talents in Medical and Health Sciences in Shanghai（Grant No.2017YQ019）5. Brien Holden Vision Institute. Declaration of Interest: XH- None; PS- None; SX-None; WL- None; SL- None; TN- None; RW- None; ML-None; YM None; LL- None, JW-None, RZ- None, LW- None; SR- None, JZ-None, HZ- None, XX-None. Ethical Approval: The Institutional Ethics Committee of Shanghai General Hospital, Shanghai Jiaotong University approved the protocol and the study followed the tenets of the Declaration of Helsinki for experimentation on humans. Written consent were obtained from each parents or guardians or carers of each participant.

Introduction to Meta-Science in HRD

The Problem Research matters. Results from research can affect policy, practice, and future research. Taking every precaution to assure that research is conducted ethically, accurately, and correctly is a practice that should be exhibited by all disciplines. Unfortunately, this has not been the case with upward of 40% of published research identified as being nonreproducible. The Solution The first step for any discipline is to be aware that meta-science problems exists and to identify necessary techniques for preventing these problems from occurring. The current Special Issue introduces meta-science to the field of human resource development (HRD) as a step in informing scholars and scholar-practitioners (a) about the potential problems that exists in other disciplines and (b) what steps could be taken to help prevent these problems from occurring in research within the field of HRD. The Stakeholders HRD scholars and scholar-practitioners, collaborators of HRD, researchers, instructors, and students of HRD programs.

직급단계 및 모성보호에 대한 조직후원인식이 성평등과 직무만족에 미치는 영향 : 여성과학기술 인재를 대상으로 한 분석과 정책 제언

This study investigates the specific views of women in SET (science, engineering and technology) and seeks to identify how SET women in various career levels (entry, manager, and executive) and men may differ regarding issues of gender parity in recruitment, assessment, promotion, and compensation. Given known challenges in female talent retention we seek to gain deeper insight into how women are affected by children and how the organizational policies for maternity protection may impact their views on gender parity and job satisfaction. To test our hypotheses, we utilized data from a project and survey we conducted in collaboration with WISET and analyzed data from 301 employees. Organizations were categorized into private enterprises, research institutes and universities with questions framed in the context of human resource policies and human resource development programs in Korea. Empirical findings included that for SET female talent, their views of gender discrimination were more aligned with their gender than their level. Second, while women with and without children reported similar views along twelve metrics, women with children were more satisfied with their current jobs. Third, we found mostly strong correlations between CEO intention for maternity protection and all tested metrics for SET women with or without children. This study is intended to advance a workplace operation model with a desired outcome to increase recruitment and retention of WISET and in turn contribute to improved organizational culture, talent management and gender parity. We seek to contribute to insight that leads to organizational cultures that embrace egalitarian values and empower women which, in turn, will lead to a more balanced, family-friendly society.

Different paths for inclusion in Thailand: improving special teachers as leaders in the development of inclusive education

This study investigated how support from other organisations compliments or reinforces the activities of teachers and parents in order to optimise the development and improvement of students in inclusive classrooms in Thailand. The objectives of this study include: (1) investigating the changes in teachers and parents who joined a municipal Human Resource Development (HRD) program in Khon Kaen Municipality; (2) evaluating the success of the program against its expected results; and (3) analysing the results and proposing improvements to the program to benefit students with disabilities. In order to examine the overall outcomes of the program for the concerned parties, qualitative survey‐based research involving questionnaires, interviews and focus group discussions, employed with school administrators, teachers and parents, was used. The major findings are that school administrators and teachers paid more attention to students with a diversity of needs after joining the program, although participating parents’ acceptance of students with disabilities was low. The program evaluation revealed that participating teachers managed their classrooms better. Lastly, in order to improve the program in the Thai context, more acceptance and awareness must be created among both teachers and parents.

The Causal Association of BMI and Type 2 Diabetes with NAFLD in Chinese Population: A Novel Study with Mendelian Randomization Analysis

Background: Strong associations between obesity and type 2 diabetes with nonalcoholic fatty liver disease (NAFLD) have been discovered, but their causal relationships and interplay with genetic backgrounds have not been enough determined. We aimed to assess the causal association of type 2 diabetes and body mass index (BMI) with NAFLD using Mendelian randomization (MR) analysis and then whether type 2 diabetes and BMI genetic risk scores (GRSs) moderated these associations. Methods: A total of 8,944 participants were enrolled from 16 sites in East China from 2014-2016 from the SPECT-China study. We calculated the weighted diabetes and BMI GRSs based on 18 and 14 variants, respectively. Liver steatosis was determined by ultrasound. Results: Using MR analysis, the causal odds ratio (ORMR) of genetically determined BMI for NAFLD in all subjects was 1.434 (95% CI 1.234, 1.665), and for genetically determined diabetes, the association was insignificant (OR 1.098, 95% CI 0.890, 1.354). A significant interaction was found between DM_GRS and BMI_GRS (P for interaction = 0.018). Using stratification analyses, the ORMR of diabetes for NAFLD was 1.581 (95% CI 1.071, 2.233), which was in the lowest BMI_GRS quartile. However, the association was insignificant for the three higher BMI_GRS quartiles. Conversely, for subjects in DM_GRS quartiles one to three, the ORMRs of BMI for NAFLD were 1.769 (95% CI 1.203, 2.601), 1.325 (95% CI 1.025, 1,711) and 1.822 (95% CI 1.025, 2.933), although the association was insignificant in the highest DM_GRS. Conclusions: The causal associations of type 2 diabetes and BMI with NAFLD were significantly modulated by the diabetes and adiposity genetic risk showing a model of competing risks. Funding: This study was supported by National Natural Science Foundation of China (91857117, 81570726, 81600609); Science and Technology Commission of Shanghai Municipality (19140902400, 18410722300, 16411971200, 16410723200); the Major Science and Technology Innovation Program of Shanghai Municipal Education Commission (2018YFC1705103); Commission of Health and Family Planning of Pudong District (PWZxq2017-17, PW2015D-5); the Shanghai Municipal Commission of Health and Family Planning (20164Y0079); Municipal Human Resources Development Program for Outstanding Young Talents in Medical and Health Sciences in Shanghai (2017YQ053); Clinical Research Plan of SHDC (16CR3076B); Shanghai JiaoTong University School of Medicine (19XJ11007). Declaration of Interest: The authors declare no conflicts of interest. Ethical Approval: The study protocol was approved by the Ethics Committee of Shanghai Ninth People’s Hospital, Shanghai Jiao Tong University School of Medicine. The study protocol followed the ethical guidelines of the 1975 Declaration of Helsinki as reflected in a priori approval by the appropriate institutional review committee. Informed consent was obtained from all participants included in the study.

220-LB: Early-Life Famine Exposure and Hyperuricemia in Adulthood

Background and Aims: Hyperuricemia is a pathological condition associated with hypertension, metabolic dysfunctions, renal, and cardiovascular diseases. Epidemiologic studies indicated that early life famine exposure influences later risk of chronic disorders. But evidence in the association between famine exposure and hyperuricemia were limited. We aimed to investigate whether the association existed between famine exposure in early life and hyperuricemia in adulthood. Methods: 12666 participants were enrolled in China based on SPECT-China study (ChiCTR-ECS-14005052, www.chictr.org.cn). Hyperuricemia was defined as UA >420 μmol/L for men and >360 μmol/L for women. The associations of famine exposure with hyperuricemia were assessed via logistic regression. Results: For famine exposed women, fetal famine exposure was significantly associated with hyperuricemia (1.63 (95% CI 1.04-2.54), P=0.031). Early life famine exposure was only associated with hyperuricemia in lean women (fetal exposed: 1.9 (95% CI 1.11-3.24); childhood exposed: 1.91 (95% CI 1.05-3.47), P<0.05), but not in obese subjects. Moreover, the insulin resistant female had a marginal significance of the association between fetal famine exposure and hyperuricemia (1.85 (95% CI 0.92-3.72), P=0.082). Significant association between fetal and childhood famine exposure and hyperuricemia was observed in lean and insulin resistant female (fetal exposed: 3.32 (95% CI 1.13-9.76); childhood exposed: 3.57 (95% CI 1.06-12.01), P<0.05). However, no association was observed in male subjects. Conclusions: Exposure to famine in early life period may lead to hyperuricemia in female, which indicates malnutrition in early life period may offer a modifiable factor for hyperuricemia development. Disclosure Y. Wang: None. W. Zhang: None. H. Wan: None. C. Chen: None. Y. Chen: None. F. Xia: None. B. Han: None. Q. Li: None. N. Wang: None. Y. Lu: None. Funding National Natural Science Foundation of China (91857117, 81570726, 81600609, 81600614, 81800694]; Science and Technology Commission of Shanghai Municipality (18410722300, 16411971200, 16410723200); Commission of Health and Family Planning of Pudong District (PWZxq2017-17, PW2015D-5); Shanghai Municipal Commission of Health and Family Planning (15GWZK0202, 20164Y0079); Municipal Human Resources Development Program for Outstanding Young Talents in Medical and Health Sciences in Shanghai (2017YQ053); Clinical Research Plan of SHDC (16CR3076B)

Level of Implementation of Human Resource Management Policies and Work Behavior of Employees of the Department of Environment and Natural Resources, Gingoog City The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries Personnel: Basis for Human Resource Development Program Teamwork Practices of a Private Catholic College Among

Level of Implementation of Human Resource Management Policies and Work Behavior of Employees of the Department of Environment and Natural Resources, Gingoog City The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries Personnel: Basis for Human Resource Development Program Teamwork Practices of a Private Catholic College Among

The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries Personnel: Basis for Human Resource Development Program Teamwork Practices of a Private Catholic College Among Personnel

The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries Personnel: Basis for Human Resource Development Program Teamwork Practices of a Private Catholic College Among Personnel

Adoption of Integrated Rice Fish Farming System in Agrarian Reform Communities Cluster The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries Personnel: Basis for Human Resource Development Program Teamwork Practices of a Private Catholic College Among Personnel

Adoption of Integrated Rice Fish Farming System in Agrarian Reform Communities Cluster The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries The Impact of Pantawid Pamilyang Pilipino Program (4Ps) to its Beneficiaries Personnel: Basis for Human Resource Development Program Teamwork Practices of a Private Catholic College Among Personnel

Special Issue on Integrated Program for Next Generation Volcano Research and Human Resource Development

The phreatic eruption of the Ontake volcano in 2014 reminded us that even moderately active volcanoes, most of which are tourist attractions in Japan, can sometimes exhibit unpredictable and hazardous behaviors, taking away the lives of those who do not fully recognize their threat. With this adding momentum, the Japanese people want volcanology and its applications to be developed to further improve the precision of volcanic eruption alerts. To meet this expectation, a comprehensive program, the “Integrated program for next-generation volcano research and human resource development,” sponsored by the Ministry of Education, Culture, Sports, Science and Technology, was started in November 2016 on a 10-years plan. The most stunning aspect of this program is the integration of (1) a research project and (2) a human resource development program to mitigate volcanic disasters in Japan from long-term point of view. Both of these are collaboratively supported by many researchers from almost all Japanese universities and national institutions related to volcanology. This special issue compiles several topics in this research project to demonstrate its present stage of development and to indicate its anticipated future destination. The target of the research project is to develop, using multi-disciplinary scientific methods, new ways of evaluating volcanic hazards. Specifically, four research groups jointly (A) construct a data archive and exchange system connecting all Japanese volcanologists, (B) develop new geophysical and geochemical observation techniques and methods of analyzing data, (C) evolve methods of predicting volcanic eruptions based on eruption history from precise geological survey and numerical simulations, and (D) propose the provision of technologies for volcanic disasters. We hope that this program will greatly help to mitigate volcanic disasters in Japan, and we will strive to realize this through the research project.

The Motivational Influencing Factors School Personnel: Basis for Human Resource Development Program Teamwork Practices of a Private Catholic College Among Personnel

The Motivational Influencing Factors School Personnel: Basis for Human Resource Development Program Teamwork Practices of a Private Catholic College Among Personnel

Evaluation of Education Program for Employee Competency Enhancement

The Indonesian Bible Society has the task of translating the Bible and its parts from original manuscripts into Indonesian and other regional languages spread throughout Indonesia. In the globalization era, it is important to improve the skill of human resources in order to keep the institution running well. This paper focuses on describing how to evaluate an Education Program for employee competency enhancement. The Education Program is a part of human resources development program of which its evaluation is important to see the effectiveness of the implementation of the program in the Indonesian Bible Society. This research uses Stake’s Countenance Evaluation Model, and it focuses on implementation concerning input, process, and outcome. Subjects of the research are employees including structural management. Data collected were analyzed using descriptive method with qualitative approach. Research findings show that managing the human resources could be supported using skill and competency. Curriculum development is important to be revised regularly. In addition, improving employee’s skill and competency can motivate them to do their job well.

Improving Competitiveness of Islamic Banking Through Human Resources (SDI) Development Strategy

This paper aimes to analyse the good strategy in improving the human resource that should be used by the banking institutions to be better compared to others. This paper based on primary data from the book, journal and online database. The result of the study shows that one way and strategy to develop human resources in banking is by improving their knowledge, abilities, attitudes and so on. Also, good strategy can provide an overview of the main actions and decision patterns chosen to realize the goals of the organization and a company institution and in order for development to be carried out properly, a human resource development program must first be established. And with that, the quality (superior) Human Resouces will be able to provide more service and trust compared to others.

Novel Evidence for Retinoic Acid-Induced G (Rig-G) as a Tumor Suppressor by Activating P53 Signaling Pathway in Lung Cancer

Background: Lung cancer is one of most common malignancies worldwide. We have previously identified retinoic acid-induced gene G (Rig-G) as a tumor suppressor in not only acute promyelocytic leukemia, but as well in other solid tumors. However, the clinical significance of Rig-G and the underlying mechanism(s) for its biological function in lung cancer remain largely unexplored. Methods: We first compared the expression of Rig-G between lung cancer (n=138) and normal tissues (n=23), from public-available datasets and our patient cohort. We further analyzed the correlation of Rig-G expression with key clinico-pathological features and survival outcomes in a multi-site clinical cohort of 300 lung cancer patients. Functional studies for Rig-G were performed in cell lines, and an animal model to support clinical findings. Findings: We found that Rig-G was frequently downregulated in lung cancer tissues and celllines, and correlated with poor prognosis in lung cancer patients. Overexpression of Rig-G led to significantly reduced cell growth and suppressed migrationin A549 and NCI-H1944 cells, accompanied by reduced epithelial-mesenchymal transition. Likewise, restoration of Rig-G in Lewis lung carcinoma cells permitted development of fewer cancer metastases vs. controls in an animal model. Gene expression profiling results identified p53 pathway as a key downstream target of Rig-G, and p53 inhibition by pifithrin-α caused abrogation of tumor-suppressive effects of Rig-G in lung cancer. Interpretation: We for the first time have identified Rig-G as a novel and important tumor suppressor, which may serve as a potential therapeutic target for restoring p53 expression in lung cancer patients. Funding Statement: This work was supported by the National Cancer Institute, NIH (CA72851, CA184792, CA202797 and CA187956), the National Natural Science Foundation of China (81272603, 81472179 and 81873975), the Excellent Academic Leader Training Program of Shanghai Health System (2018BR31), the Clinical Research and Cultivation Project of Shanghai Tongji Hospital grant [ITJ(ZD)1803]. This work was also supported by the National Natural Science Foundation of China (81672826 and 81874179), the Municipal Human Resources Development Program for Outstanding Young Talents in Medical and Health Sciences in Shanghai (2017YQ044), the Shanghai Pujiang Talent Plan (18PJD047), the Natural Science Foundation of Shanghai (19ZR1448800), the Medical Guidance Science and Technology Support Project of Shanghai (9411964800) and the National Natural Science Foundation Training Program of Tongji Hospital (GJPY1804). Declaration of Interests: None of the authors have any potential conflicts to disclose. Ethics Approval Statement: A written informed consent was obtained from all patients and the study was approved by ethics committee of Shanghai Tongji Hospital. All animal experiments were approved by the Tongji Hospital of Tongji University Ethics Committee on the Use and Care of Animals.

A structure-tensor-constrained cooperative inversion using an extracted physical property distribution

This work was supported by the Human Resources Development Program of the Korea Institute of Energy Technology Evaluation and Planning (KETEP) grants funded by the Korea government Ministry of Trade, Industry and Energy (No. 20164010201120). This research was also supported by the basic research project of the Korea Institute of Geoscience and Mineral Resources, Daejeon, South Korea, funded by the Ministry of Science and ICT of Korea (GP2017-022).

Effect of Innovation Strategies on Sme Performance Mediated Competitive Advantages

Small and Medium Enterprises and Indonesian Cooperatives (SMESCO) are strategies in promoting and introducing Indonesia's superior products to the international community. Through SMESCO, SME owners can work together on standardization of SME products, SME quality standardization and at the same time a forum for fostering SMEs to market their products, through human resource development programs including seminars, training, workshops and product introduction through online shops and mentoring programs. The research aims to prove and analyse the influence of: innovation strategies on the performance of SMEs in SMESCO Indonesia directly or through competitive advantage; innovation strategy towards competitive advantage; competitive advantage towards the performance of SMEs at SMESCO Indonesia. The research population is all SME companies that partner with SMESCO Indonesia. Sampling is done by probability sampling with a simple random sampling method. Data analysis using Structural Equation Modelling-Partial Least Squares, a sample of 147 small and medium business owners at SMESCO Indonesia. The results of the study prove: (1) The innovation strategy does not directly have a significant effect on the increasing performance of SME companies in SMESCO Indonesia but has a significant effect through competitive advantage; (2) Competitive advantage has a significanteffect on the increasing performance of SMEs in Indonesia.

Nuclear power plants in emerging economies and human resource development: A review

Rapid expansion of nuclear technologies and nuclear energy for power generation in emerging (developing) countries necessitate undertaking urgent skills development programs. Skilled human resource is a vital first step in ensuring a sustainable supply of qualified/competent personnel for the safe, responsible and sustainable use of nuclear technologies. This paper highlights the current trend of global nuclear power plant development in new comer countries. It also emphasis the need for skilled human resource development programs that are required for sustainable management of nuclear power plants during construction, operation, maintenance and repair for the safe and secure operation. The national skills development program of a nuclear ambitious country must include human resource development, education and training, knowledge management, and knowledge networks at the national, regional and international level.

The roles of the psychology, systems and economic theories in human resource development

PurposeThe purpose of this study was to explore the foundational theories in human resource development (HRD) by reviewing the literature from an HRD perspective. The following research questions guide the study: What are the core theories related to adult and professional education, organizational development and strategic HRD? What are the conceptual frameworks associated with adult and professional education, organizational development and strategic HRD? How have these theories and conceptual frameworks applied the research and practice of HRD?Design/methodology/approachThis study reviewed the HRD definitions and core theories. The core theories and conceptual frameworks related to adult and professional education, organizational development and strategic human resource development were described. The application of these theories and conceptual frameworks to the research and practice of HRD was addressed.FindingsThe psychology theories that were explored were the adult learning theories, and that gestalt-psychology, behavioral psychology and cognitive psychology were illustrated. Systems theory was explored and explained in relation to organization development. Economic theory was explored and explained focusing on human capital theory; and it was demonstrated how economic theory is associated with strategic HRD.Originality/valueThe core-theory description and linking to adult and professional education, organizational development and strategic HRD may give understanding of the HRD foundations and ethical perspective that is essential for both scholars and professionals. The conceptual frameworks presented can be used to help facilitate discussions on developing or implementing HRD programs.