Institutional Staff Research Articles

Research note: examining the connection of organizational citizenship behaviors with supervisor and management trust among correctional staff

ABSTRACT Organizational citizenship behaviors (OCBs) refer to going above and beyond what is expected at work; they are important for the improved functioning of many organizations, including institutional corrections. Trust in supervisors and trust in management may be related to institutional correctional staff engaging in OCBs. The current study examined these associations among staff at a U.S. high-security closed facility. Ordinary Least Squares regression indicated that supervisor trust had a significant association with OCBs, but management trust did not. Based on the results, feedback from staff and more research is needed on how to build supervisor trust among staff.

An Exploration of Lived Experiences of Sexually and Gender Diverse Staff Members in Higher Education: A Case Study

ABSTRACT Sexually and gender diverse staff in Higher Education Institutions may experience a sense of belonging and acceptance in inclusive environments, but may also face discrimination and bias, leading to feelings of isolation and exclusion. This paper reports on findings from 40 in-depth interviews and six focus group discussions with LGBTQIA+ self-identified staff members in a HEI and LGBTQIA+ allies who may identify as LGBTQIA+ themselves. Findings reveal that first impressions when joining a university as a staff member may have a long-lasting effect, while both positive and negative experiences are present. Further, a pattern is developed among gay men who may be placing more emphasis on their relationship with line managers, which can be supportive but at times toxic, unsupportive and inattentive. In addition to this, the findings highlight discrimination faced by staff, its impact on their wellbeing, and the significance of visibility and representation. This paper concludes that lived experiences of LGBTQIA+ staff members in Higher Education continue to be mixed with a high percentage of staff experiencing discrimination, primarily in the form of microaggressions, but institutions need to be more pro-active to foster safe spaces for all with more inclusive policies and practices.

Formation and Training of the Staff of Preschool Institutions in Western Siberia in the 1920s–1930s

The article analyzes the process of formation and training of personnel for preschool institutions in Western Siberia in 1920–1930s. Based on the use of archival materials, the process of training preschool workers in 1920–1930s is characterized, the key points of work in kindergartens in cities and villages of Western Siberia in accordance with the goals of state policy in the specified period are determined. A comprehensive analysis of methodological recommendations and materials for work in preschool institutions allowed to identify the main directions of professional training of teachers. The aim of the article is to reveal the process of formation and training of the staff of preschool institutions in Western Siberia in 1920–1930s. Methodology. The methodological basis of the research was formed by a set of general scientific principles, among which the leading place belongs to: the principles of dialectics, historicism, objectivity, integrity of approach in the process of studying and evaluating the revealed facts, the systematic nature of the phenomena and processes under consideration; the principles of scientific and pedagogical research. The historical-system method contributed to the consideration of the functioning of preschool institutions as a single integrated system within the framework of the relationship “kindergarten – pedagogical staff”. Results of the study. The conclusion is made that the process of formation of staff composition of preschool institutions in Western Siberia in 1920-1930 was influenced by the following factors. The organization of kindergarten staff training consisted of short-term courses, which began to open actively from the early 1920s in the cities of Western Siberia. The system of short-term courses could not always correspond to the actual work in kindergartens. Despite the active development of the network of preschool institutions by the 1930s, kindergartens still needed more professional staff.

Originalarbeiten / Original Articles. Prävention sexualisierter Gewalt an Kindern und Jugendlichen: Präventionsmaßnahmen und Schutzkonzepte in den Bereichen Sport, Musik und Kirche

Prevention of Child Sexual Abuse: Prevention Programs and Safeguarding Concepts in the Context of Sports, Musical Education, and Religious Organizations Prevalence rates of child sexual abuse by caregivers in private and non-public institutions underscore the need for implementing safeguarding concepts. However, factors driving the implementation of prevention and safeguarding in the field are not well understood. What supportive and inhibiting factors can be identified in the implementation of safeguarding concepts and prevention programs? Content analysis of semi-structured interviews with professional and volunteer staff in clubs and institutions (n = 10, 69 % female) as well as with individuals who experienced child sexual abuse during their childhood (n = 3, 66 % female). Safeguarding concepts in clubs or religious institutions were primarily initiated by umbrella organizations. Current incidents of child maltreatment, public pressure, and media attention substantially increased the need for preventive actions. The provision of training, resources, and networking structures by umbrella organizations further facilitated their implementation. Main implementation challenges included limited personnel and time resources, lack of expertise, insufficient training opportunities, and absence of guidelines and support from umbrella organizations. Due to club leaders' limited knowledge and resources an independent implementation of safeguarding concepts is largely lacking without concrete guidelines and support from umbrella organizations. To upscale safeguarding, public policies or incentive systems such as state-funded child protection certifications are thus paramount.

Cybersecurity Awareness of Staff and Students in Higher Education Institutions in Kuwait

Cybersecurity Awareness of Staff and Students in Higher Education Institutions in Kuwait

The Influence of Work-Life Balance on Employee Performance Among Financial Institution Staff in Klang Valley, Malaysia

In today's dynamic work environment, the importance of work-life balance in influencing employee performance has garnered significant attention. This study investigates the relationship between work-life balance and job performance among employees in financial institutions in Klang Valley, Malaysia. With increasing dissatisfaction in work-life balance leading to turnover intentions, it is crucial to understand how factors such as work overload, flexible work arrangements, and organizational support impact employee performance. The study adapts the Compensation and Spillover Theories to examine these dynamics within the financial sector. Using a quantitative approach and surveying 376 randomly selected employees, the research aims to provide insights into how work-life balance influences job performance in a high-demand industry. The findings are expected to inform organizational policies that enhance employee well-being and performance.

THE IMPACT OF TRAINING ON EMPLOYABILITY AND TURNOVER INTENTION AMONG UNIVERSITY STAFF IN SHANDONG PROVINCE, CHINA

As societal expectations for the quality and service level of higher education continue to rise, universities need to adapt to these changes through training, meet societal demands, and reduce staff turnover intentions. This study aims to investigate the impact of training on the employability and turnover intentions of administrative staff in Chinese higher education institutions. Based on the Social Exchange Theory and Conservation of Resources theory, a comprehensive research model is constructed to analyze the dynamics of relationships within educational settings. Data were collected from 500 faculty members at various universities in Shandong Province, China, using a structured questionnaire, and Structural Equation Modeling was employed to analyse the relationships between variables. The analysis reveals that training significantly enhances staff employability while concurrently diminishing their intentions to leave. Notably, it was found that employability inversely correlates with turnover intentions, highlighting employability's crucial mediating role between training and turnover intentions. The findings advocate for universities to revamp and innovate their training initiatives, ensuring these interventions are precisely tailored to the genuine needs of their academic and administrative staff. By bolstering employability through targeted training programs, universities can mitigate staff turnover intentions, thereby securing a stable teaching cohort and elevating the competitive edge of higher education institutions.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0841/a.php" alt="Hit counter" /></p>

UK Reproducibility Network open and transparent research practices survey dataset

Openness and transparency in the research process are a prerequisite to the production of high quality research outputs. Efforts to maximise these features have substantially accelerated in recent years, placing open and transparent research practices at the forefront of funding and related priorities, and encouraging investment in resources and infrastructure to enable such practices. Despite these efforts, there has been no systematic documentation of current practices, infrastructure, or training and resources that support open and transparent research in the UK. To address this gap, we developed and conducted the Open and Transparent Research Practices survey, a large-scale audit study completed by research-active staff in UK research institutions to better understand existing practices, needs, support, and barriers faced when implementing open and transparent research. The data presented here capture responses from over 2,500 research-active staff based at 15 institutions affiliated with the UK Reproducibility Network. The data provide a snapshot of open research practices that can be used to identify barriers, training needs, and areas that require greater investments.

Salary of Teaching Staff and Researchers of Russian Higher Educational Institutions

Salary of Teaching Staff and Researchers of Russian Higher Educational Institutions

Technological development: system for sorting solid waste

A technological development is presented that promotes the correct deposit of solid waste produced by students and staff of a higher education institution. It is considered to install in the upper base of a container, a waste sorter, in order to collaborate through the application of mechatronic engineering to the environmental process linked to the concept of sustainability. The methodology is divided into four phases that describe the identification of the waste, programming, design and construction of the container. This sorter was developed and presented in a prototype with elements that automate its operation, with the versatility of recognizing plastic bottles and aluminum containers.

SPECIFIC FEATURES OF THE SYSTEM OF PROFESSIONAL TRAINING OF FUTURE FOREIGN LANGUAGE TEACHERS IN GERMANY

The structural dynamics of socio-economic life in most countries of the world creates new requirements for the organization of the educational process of future teachers. In this context, the analysis of the structure, content and organizational features of the system of professional teacher training in European countries is of great importance for the higher education environment of Ukraine. The study is devoted to the analysis of the characteristic features of professional training of future foreign language teachers in Germany. Research methodology. The study used logical-semantic, structural-logical and system-functional methods. Scientific novelty. The functionality of the higher education system in the professional training of future foreign language teachers is determined. It has been established that in Germany, professional competence is acquired by potential teachers in different types of educational institutions, including general higher education schools, universities, higher pedagogical schools and specialized colleges. It is substantiated that the studied training system in Germany is characterized by certain specifics. Attention is focused on the potential of modern information technologies in the process of professional training of foreign language teachers, innovative possibilities of digital optimization of the studied educational process in the context of Germany are highlighted. The article describes trends in the field of improving the content of education at universities, which demonstrate a shift away from narrow specialization and the revival of compulsory training for students of all specialties. Conclusions. It has been established that the active implementation of the experience of leading European countries in the system of professional higher education in Ukraine necessitates systematic professional development of the scientific and pedagogical staff of higher education institutions of Ukraine. It is proved that in the process of standardizing the system of professional training of foreign language teachers in accordance with the requirements of the Bologna Process, a special role is given to the awareness of the optimal structure, content, organizational paradigm of the higher education environment of European countries.

Implementation of the School as a Learning Organisation Approach in Vocational Education: The Case of Latvia

Context. Recent studies recognise that the use of the School as a Learning Organisation (SLO) approach in educational management is the key factor ensuring a general education institution’s ability to effectively implement the education policy goals and adapt to change as the use of SLO. Although vocational education has different predominant goals and different target groups, likewise general education, it is exposed to dynamic change and new challenges.Purpose. Within the framework of the study, it was researched whether and how SLO can be applied in vocational education as the use of SLO facilitates a high level of professional competence of the management and academic staff, enhances common strategic vision, responsibility and autonomy, diverse collaboration, effective resource management, and the dissemination of knowledge and good practice, which are also important in vocational education.Methods. Using qualitative data analysis, the paper analyses the experience of EU and OECD countries in the implementation of SLO in vocational education and identifies, which dimensions of the SLO model are represented in the policy and practice of vocational education in Latvia. In the focus group interviews with representatives of vocational education institutions of Latvia, the characteristics of the SLO approach in vocational education were studied, challenges were described and solutions proposed for the targeted implementation of the SLO approach in vocational education in Latvia.Results. All 7 dimensions of the SLO can be found in the education policy documents of the EU and OECD countries and Latvia, as well as in the focus group interviews, which shows that there is a gradual progress towards the transformation of vocational education institutions into learning organisations.Conclusions. For education policy makers: Since the features of SLO are only partially visible in vocational education documents in Latvia, the framework should be improved to cover all dimensions of the SLO, and norms and agreements on collective understanding should be harmonised in policy documents. For school representatives: Raise awareness of the staff of vocational education institutions of the essence of the SLO and its role in improving the quality of education and ensure that all dimensions of SLO are understood and addressed appropriately. For entrepreneurs: Help define the diverse, varied manifestations of professions in the sector in order to engage the individual potential of learners as effectively as possible. For researchers: Help find ways to resolve controversies by identifying good practice and research.

Exploration of clinical ethics consultation in Uganda: a case study of Uganda Cancer Institute

IntroductionGlobally, healthcare providers (HCPs), hospital administrators, patients and their caretakers are increasingly confronted with complex moral, social, cultural, ethical, and legal dilemmas during clinical care. In high-income countries (HICs), formal and informal clinical ethics support services (CESSs) have been used to resolve bioethical conflicts among HCPs, patients, and their families. There is limited evidence about mechanisms used to resolve these issues as well as experiences and perspectives of the stakeholders that utilize them in most African countries including Uganda.MethodsThis phenomenological qualitative study utilized in-depth interviews (IDIs) and focus group discussions (FGDs) to collect data from Uganda Cancer Institute (UCI) staff, patients, and caretakers who were purposively selected. Data was analyzed deductively and inductively yielding themes and sub-themes that were used to develop a codebook.ResultsThe study revealed there was no formal committee or mechanism dedicated to resolving ethical dilemmas at the UCI. Instead, ethical dilemmas were addressed in six forums: individual consultations, tumor board meetings, morbidity and mortality meetings (MMMs), core management meetings, rewards and sanctions committee meetings, and clinical departmental meetings. Participants expressed apprehension regarding the efficacy of these fora due to their non-ethics related agendas as well as members lacking training in medical ethics and the necessary experience to effectively resolve ethical dilemmas.ConclusionThe fora employed at the UCI to address ethical dilemmas were implicit, involving decisions made through various structures without the guidance of personnel well-versed in medical or clinical ethics. There was a strong recommendation from participants to establish a multidisciplinary clinical ethics committee comprising members who are trained, skilled, and experienced in medical and clinical ethics.

Implementing an Organizational Culture of Biosafety and Biosecurity in the ŞAP Institute.

An organizational culture of biosafety and biosecurity is critical for effective management of transboundary animal diseases. One essential aspect of this work is keeping important pathogens studied in veterinary laboratories under control. Türkiye is among the countries that are both endemic and disease-free for foot-and-mouth disease (FMD) virus, and it has a unique institute dedicated to FMD diagnosis, control, and vaccine production. To build an organizational safety culture within this institute and strengthen awareness of the importance of safe and secure handling of FMD, 4 staff members previously trained in biorisk management developed and provided trainings to all institute staff. The institute's 173 personnel were divided into 3 groups by job description based on direct or indirect work with FMD virus. All 3 groups received training that addressed biosecurity, biosafety, biorisk awareness, and insider threat; the trainings varied in length by group. Three-quarters (n=130, 75%) of all institute staff completed their training and were asked to complete knowledge surveys using a Likert scale survey before and after their training. A majority (n=104, 80%) of those participants completed both the pretraining and posttraining surveys. All 3 training groups' posttraining surveys showed improved awareness above baseline scores, and all 3 groups scores reached the targeted threshold goal. Group 2 demonstrated a realization that some of the knowledge and habits they had acquired through experience were incorrect. Scores for several individual questions decreased at posttraining, and these results will need further evaluation. The overall training results prompted the institute to provide periodic updates to employees to sustain the organizational safety culture. With this study, the institute now has a dedicated group of biorisk management representatives. This work serves as a wake-up call for established institutions that rely on staff experience to foster an organizational culture of biosafety and biosecurity.

Influence of Job Burnout on Employee Performance Among Academic Staff Of Tertiary Institutions In Ekiti State, Nigeria

The study examined the influence of job burnout on employee performance among academic staff of tertiary institutions in Ekiti State. Specifically, the study investigated the influence of emotional exhaustion; examined the influence of depersonalization and determined the influence of personal accomplishment on employee performance among academic staff of tertiary institutions in Ekiti State. A descriptive survey research design was adopted for the study. The population of the study comprised academic staff of tertiary institutions in Ekiti State. The sample size was 344 respondents and was determined through Yamani sampling model. Primary data used for the study were gathered through the administration of structured questionnaire. Data gathered were analyzed using multiple regression. The result showed that emotional exhaustion has significant effect on employee productivity (t=3.454, t= 2.776 and t=-2.910, p<0.05); It further showed that depersonalization has significant effect on employee performance (t=1.397, t=3.314 and t=2.697, p<0.05); Furthermore, it showed that personal accomplishment has significant effect on employee performance (t=4.054, t=4.452, and t= 5.086, p<0.05). The study concluded that all the constructs (emotional exhaustion, depersonalization and personal accomplishment) of the explanatory variables were significantly related to employee performance among academic staff of tertiary institutions in Ekiti State, Nigeria. Keyword: Depersonalization, Emotional Exhaustion, Employee, Performance, Job Burnout, Personal Accomplishment. Proceedings Citation Format Faleye, O.C. & Adelugba, I.A. (2024): Influence of Job Burnout on Employee Performance Among Academic Staff Of Tertiary Institutions In Ekiti State, Nigeria. Proceedings of the 38th iSTEAMS Multidisciplinary Bespoke Conference. 15th–19th July, 2024. University of Ghana, Accra, Ghana. Pp 143-162. dx.doi.org/10.22624/AIMS/ACCRABESPOKE2024P15

Strategic design for Research and Innovation through a participatory approach: lessons learnt in a Veterinary Public Health Institution.

The article describes the results and the experience gained in using a participatory approach to design a strategic development plan (SDP) in a veterinary public health institute. The bottom-up approach utilised was co-designed between the units of "Research and Innovation" and "Training". It included a survey administered to the institute staff (570 people) to collect inputs on three relevant areas: i) innovative research topics; ii) innovation needed to improve services; iii) new tools to carry out activities. After the survey, the following criteria were used to prioritise the research topics: appropriateness, relevance, capacity, impact and innovativeness. Based on the priority topics identified, small working groups were set up on a voluntary basis. The working groups, following the EuropeAid method, co-designed a SDP, set over a three-year period, with indications on aims, objectives, outputs, activities, SMART indicators, means of verification and targets. The method proved useful in continuing the process of institutional innovation, especially by stimulating the participation and commitment of younger innovative staff at the bottom of the hierarchical pyramid. The integration of the described method into regular management procedures would be desirable, to achieve more effective results.

Combating Phishing in Kenya: A Supervised Learning Model for Enhanced Email Security in Kenyan Financial Institutions

Purpose: Phishing is a serious cybercrime problem that puts people and organizations at risk all around the world, especially in Republic of Kenya's financial institutions. Modern solutions are required because traditional security measures are being challenged by the growing sophistication of phishing attempts. The goal of this thesis is to use artificial intelligence (AI) to create a supervised machine learning model that will alleviate phishing email attacks in the Kenyan financial institutions. Attackers frequently use phishing emails as a means of obtaining unauthorized access to private information, including login credentials, financial information, and personal information. This can lead to identity theft, reputational harm, and monetary losses. Methodology: The suggested framework focuses on using supervised machine learning techniques to recognize and stop phishing emails with accuracy. Four primary parts make up the framework: response, email filtering, feature extraction, and categorization. Four primary steps are involved in developing the framework: gathering data, preparing the data, training the model, and deployment. A thorough dataset of phishing and non-phishing emails is compiled throughout the data collecting phase from a variety of sources, including as public databases, forums on the dark web, and emails from financial institutions staff. Cleaning, classifying, and preprocessing the gathered data are all part of the data preprocessing step, which makes sure the data is appropriate for training the model. Supervised machine learning methods are used in the model training phase to create a reliable detection model. Findings: The system is tested against a dataset of phishing and non-phishing emails particular to the Kenyan financial sectors. The framework's effectiveness is assessed using performance indicators such as accuracy, precision, recall, and the F1-score. The results reveal that the system can correctly detect new phishing emails that were not previously included in the training dataset, demonstrating its adaptability to emerging threats. Unique Contribution to Theory, Practice and Policy: By offering an effective mechanism for detecting and alleviating phishing email attacks, the proposed framework considerably minimizes the risk of data breaches and financial losses in the banking sector.

THEORETICAL ANALYSIS OF MANAGEMENT FUNCTIONS IN EDUCATIONAL INSTITUTIONS

The management function in educational institutions plays an important role in the world of education to realize various ideas, ideas, work programs, and other activities aimed at advancing education to improve and develop the quality of educators in multiple competencies. So that it can improve the overall quality of educational staff in an educational institution. In this discussion, the researcher uses qualitative research methods as support in his research based on a literature review known as a Literature Review. This approach can clarify and simplify the presentation of the research subject. The data sources were obtained from journals, articles, and writings related to management functions in educational institutions which were accessed via Mendeley.com, the Publish or Perish application, and Google Scholar. Thus, the results of the management analysis implemented in educational institutions show that a leader can improve by implementing the POAC principles (Planning, Organizing, Implementing, and Controlling) well.

How lifelong learning shapes the professional development of staff in higher education institutions

Purpose As universities find new ways to implement professional development programmes (PDPs), very few scholarly studies have focused on how lifelong learning could serve as a tool to enhance the professional development of staff. To address this knowledge gap, this study aims to examine how the integration of lifelong learning modes into PDPs in a university setting in South Africa could enable professional staff to advance their knowledge and skills. Additionally, the study explores how the different PDPs could be conceptualised by way of lifelong learning to enhance the professional knowledge and competences of staff. Design/methodology/approach Data were gathered from 41 professional staff in three campuses of the university. The narrative data gathered were evaluated using thematic analysis that consisted of a detailed process of identifying, analysing, organising, describing and reporting the themes that were generated from the data. Findings Findings suggest that when the university integrates lifelong learning approaches into its professional development programmes, it allows staff to develop their knowledge and skills through diverse learning approaches. When institutions adopt these diverse learning approaches, it enable staff to situate their learning needs along the different lifelong learning modes, negotiate suitable learning modes and flexible schedules with their heads of department, and learn the accepted norms and values of the university. These findings among others lead to further questions about how PDPs could be designed using the three lifelong learning modes to enable staff to prepare adequately for the future of work in higher education. Originality/value This study contributes to the scholarly discourse on lifelong learning by showing how higher education institutions could design PDPs along formal, informal and non-formal learning approaches to enhance the knowledge and skills of staff.

Guaranteeing the Achievement of Sustainable Development Goals 3 and 4 through Temporary Guardianship in Times of Sudden Public Emergencies: Analytical Evidence from China’s Policies during the COVID-19 Pandemic

The requirements for children’s health, well-being, and education are covered in Sustainable Development Goals 3 and 4. In response to the crisis in survival and development sustainability faced by children during the COVID-19 pandemic, China adopted the temporary guardianship system. The purpose of this study is to examine whether this system does contribute to safeguarding children’s sustainable development, well-being, and health. The study adopted a descriptive qualitative approach with content analysis and applied qualitative document analysis of relevant regulations. Data were obtained through 12 semi-structured, in-depth interviews with the institutional staff and individuals. The results indicate that the multiple supports provided to children during the COVID-19 pandemic by the institutions and individuals responsible for assuming temporary guardianship were basically adequate to meet the needs for achieving children’s objective well-being and sustainable development and safeguarding their health. Despite some deficiencies, the temporary guardianship system is worthy of becoming a sustainable system for supporting children’s sustainable personal development and safeguarding their health and well-being, and of serving as a blueprint for other countries to pursue Sustainable Development Goals in times of sudden public emergencies.