Talented Individuals Research Articles

50 years after the Securing Educational Personnel Act (1974): Why Japan faces teacher shortage

ABSTRACT This article examines the paradoxical teacher shortage in Japan 50 years after the enactment of the 1974 Securing Educational Personnel Act, which aimed to attract talented individuals to the teaching profession. It analyses how teacher education policies, administrative reforms, and fiscal measures have contributed to the current situation. The study traces the evolution of post-war teacher training principles, the recommendations of the 1971 Central Council for Education report, and subsequent policy implementations. Through a critical lens, it explores how neoliberal reforms since the 1990s, including deregulation, decentralisation, and market-oriented approaches, have impacted teacher supply, working conditions, and the profession’s attractiveness. The paper argues that while quantitative teacher shortages may not exist, qualitative issues stemming from increased temporary appointments, excessive workloads, and diminished job security have created a perceived shortage. It concludes by discussing potential strategies to revitalise the teaching profession and ensure a sustainable supply of qualified educators in Japan’s changing socioeconomic landscape.

National Reunification and Educational Reforms in Vietnam from 1975 to 1985

After April 30, 1975, Vietnam became an independent and unified nation. Along with the policies of quickly achieving statehood unification, establishing a national government structure, and fostering consensus and harmony between the two regions of North and South,... various economic, social, educational, and cultural issues are also of particular concern to the Party and the State of Vietnam. Recognizing the role and mission of education in the nation's development, considering education and training, science and technology as the top national policies, Vietnam's education system has early on aimed at promoting the beautiful values of national culture, continuously raising public awareness, nurturing character, and training talented individuals. Education plays a central role in a knowledge-based economy's development, building a learning society, the desire to contribute, fostering a growth mindset, and progressively integrating Vietnam into the world.Through the exploitation of diverse information sources, the article attempts to present and analyze the context and current state of Viet Nam education after 1975; the policies, implemented solutions, and the fundamental achievements of Vietnamese education in the first decade of the unified era.

Academic background of senior executives and enterprise digital transformation

With the application of digital technology and its promotion of business model innovation, digital transformation has increasingly become an important strategic issue for enterprises. In this context, based on imprinting theory, we select all A-share listed enterprises in China from 2008 to 2022 as samples and study the relationship between the academic background of senior executives and the digital transformation of enterprises. The study results show that senior executives with academic backgrounds can significantly promote the digital transformation of enterprises. A test of the action mechanism shows that the academic background of senior executives plays a role in the promotion of the digital transformation of enterprises by improving enterprise innovation, and the degree of industry competition moderates the relationship between the academic background of senior executives and the digital transformation of enterprises. This paper applies imprint theory to explore the relationship between the academic background of executives and corporate digital transformation, expanding the research on how imprints affect corporate decision-making and the scope of imprint theory research, while also providing evidence to support government departments in formulating policies to encourage talented individuals with academic backgrounds to participate in corporate management.

학생의 퀀텀점프 성장을 위한 대학의 마스터키 융합교육 전략

Objectives The purpose of this study is to establish a convergence education plan to quantum jump students from local private universities whose academic capabilities are gradually declining, to nurture them into talented individuals who can take on various challenges after graduation, and to establish detailed strategies to implement them. Methods Reflecting the internal needs of students for activating convergence education obtained through the survey results of previous research and external factors such as the situation of local private universities, the need for master key education, and the trend of introduction of minor degree in domestic universities, specific convergence education strategies that can be effectively applied in universities are presented step by step. Results The strategic steps of master-key convergence education proposed in this study are: 1. Using the convergence university as a convergence education platform. 2. Strengthening the basic academic capabilities of freshmen by reviewing middle and high school courses. 3. Exploring various majors by easily teaching non-majors the core contents of each department. 4. Opening a small-scale curriculum called ‘convergence module’ by combining subjects with common educational goals from one or more departments, and awarding nano-degree to students who complete it. 5. Universities, students and/or local companies create numerous convergence majors by combining various convergence modules according to their individual needs. Conclusions Through the master-key convergence education strategies proposed in this study, universities aiming to newly introduce convergence education or make significant changes in existing curriculum can establish effective convergence education plans that can be immediately implemented with minimal reorganization of the current curriculum.

Women in the Australian Baptist Denomination in Peace and War, 1920–1945

Exploring the roles and activities of Australian Baptist women is essential to present a complete history of the Australian Baptist denomination. Many historical narratives do not include women’s work in the denomination despite their numerical dominance. This article provides a brief overview of women’s work in their congregations and the broader denomination from 1920 to 1945. Women’s organisations were important as a vehicle for women’s ministries and fundraising, and they enabled talented individuals to be involved in leading and managing organisations, as well as demonstrating their theological views through speeches.

أثر إدارة المواهب الخضراء على سلوك العمل المبتكر للعاملين: الدور الوسيط للقيادة التحويلية دراسة تطبيقية على شركات المقاولات بالمملكة العربية السعودية

The study aimed to investigate the impact of green talent management on employees' innovative work behavior. It also sought to analyze the role of transformational leadership in mediating the effect of green talent management on employees' innovative work behavior within construction companies in the Kingdom of Saudi Arabia. The study utilized a descriptive-analytical approach, with a convenience sample of 281 individuals from supervisory and managerial positions. A questionnaire was used as the data collection tool to test the study hypotheses and answer its research questions. The study's findings revealed that both soft and hard green talent management have an effect on employees' innovative work behavior. Transformational leadership also has an effect on employees' innovative work behavior. Additionally, there is an effect of both soft and hard green talent management on transformational leadership. The study recommended leveraging talented and experienced individuals by sending them to training programs to acquire additional skills and expertise. This would enable them to complete and accomplish tasks in innovative ways, thereby fostering innovative work behavior among employees.

평창지역의 배추, 절임배추, 김치의 영양성분 및 항산화 활성

This study investigated the impact of person-environment fit (P-E fit) on job satisfaction (JS), work engagement (WE), and prosocial organizational behavior (POB) among Generation MZ chefs in Korean hotels. Through analysis of the hospitality industry, this study focused on proposing strategies to attract and retain talented individuals in specific roles. Using a complex sampling method (quota sampling, snowball sampling, and judgment sampling), this study collected a total of 251 survey responses from hotel chefs nationwide. Analysis was conducted on the relationships between variables using structural equation modeling. It was found that a positive and direct impact of P-E fit on POB is not significant. While P-E fit positively influences JS, it does not positively affect POB, therefore does not mediate between P-E fit and POB. However, P-E fit positively influences WE, which in turn positively impacts POB, demonstrating the significance of the WE mediating effect. JS positively influences WE, indicating that JS and WE sequentially mediate the relationship between P-E fit and POB. Based on these results, this study has expanded the theory of person-environment fit and provides practical suggestions for hotel human resource management.

MZ세대 조리사의 개인-환경 적합성 지각이 직무만족, 직무열의 및 친사회적 조직행동에 미치는 영향

This study investigated the impact of person-environment fit (P-E fit) on job satisfaction (JS), work engagement (WE), and prosocial organizational behavior (POB) among Generation MZ chefs in Korean hotels. Through analysis of the hospitality industry, this study focused on proposing strategies to attract and retain talented individuals in specific roles. Using a complex sampling method (quota sampling, snowball sampling, and judgment sampling), this study collected a total of 251 survey responses from hotel chefs nationwide. Analysis was conducted on the relationships between variables using structural equation modeling. It was found that a positive and direct impact of P-E fit on POB is not significant. While P-E fit positively influences JS, it does not positively affect POB, therefore does not mediate between P-E fit and POB. However, P-E fit positively influences WE, which in turn positively impacts POB, demonstrating the significance of the WE mediating effect. JS positively influences WE, indicating that JS and WE sequentially mediate the relationship between P-E fit and POB. Based on these results, this study has expanded the theory of person-environment fit and provides practical suggestions for hotel human resource management.

Unveiling Student Segments: Leveraging Clustering Analysis of Registration Data for Enhanced Recruitment Strategies

Recruiting the right students is crucial for higher education institutions to achieve their goals of attracting talented individuals and fostering academic success. This study aims to investigate the effectiveness of data-driven recruitment strategies in identifying target student populations and tailoring recruitment efforts accordingly. By utilizing K-means clustering analysis on a dataset of student profiles, this research identifies distinct clusters based on factors such as province of residence, parent occupation, and parent revenue. The findings reveal valuable insights into the characteristics and preferences of different student clusters, enabling the development of targeted recruiting strategies. The results indicate that a significant number of students in specific clusters are from Songkhla Province, have parents predominantly engaged in the private sector, agriculture, and fishery occupations, and come from families with moderate income levels. Building upon these findings, several recommendations for recruiting strategies are proposed. These include focusing marketing efforts in the identified regions, forging partnerships with local businesses, offering financial aid programs, and establishing connections with agricultural and fishing communities. This can involve targeted online advertisements, promotional campaigns in local schools, and active participation in career fairs or educational expos held in Songkhla Province. This study contributes to the field of higher education recruitment by leveraging data-driven approaches to identify target student populations and develop tailored strategies.

Access to test selection in children’s athletics – Prediction of reaching maximum speed level and result in sprint based on dynamickinematic parameters, speed-strength abilities and morphological characteristics

Running speed in the form of sprinting is one of the most important abilities that can significantly define performance success in many sports. From the perspective of genetically inherited motor functions, running speed can be classified as a primary phylogenetic human movement, manifested in the form of a “threesegment model” consisting of speed, power, and coordination. By comprehensively analyzing the general and partial predictive contributions of dynamic-kinematic parameters of running, speed-power abilities, and morphological characteristics, on a sample of 80 boys aged 10-12 years, it can be concluded that regardless of the choice of criteria, achieved maximal speeds (KVMAX) or results in children’s athletic sprint over 50 meters (KT50m), the same or related predictor variables contributed to the explanation. The variable running time for 20m from a flying start (KTLS20m) has the greatest predictive contribution (β=0.83, p<0.001) to explaining both criteria, which may indicate the importance of conducting this test in the identification and selection for athletic sprint. Additionally, the selection of tests to assess speed-power abilities is extremely important for the identification and selection for athletic sprint. It can be concluded that tests of horizontal and vertical jumps are significant for identification, as well as tests for assessing neuro-muscular excitation. Tests for assessing continuous horizontal jump are also important, although there is an impression that, in boys aged 10-12 years, coordinatively simpler tests should be used. In the analysis of morphological characteristics, variables that significantly contributed to the explanation of criteria at a partial level were body height, back skinfold, and ankle diameter, indicating that in the identification of talented individuals, it should be considered that elite sprinters are characterized by light bones, optimal muscle mass, and low levels of subcutaneous fat tissue.

Research on Talent Cultivation of Local Product Design Professionals Based on Cooperative Education

The booming growth of creative industries has resulted in a substantial rise in the need for talented individuals in innovative product design. A multitude of institutions and universities possess open-product students majoring in design. Nevertheless, due to the alterations in consumer demand, traditional product design urgently needs reform due to monotonous functions and serious homogenisation. In recent years, the cultural and creative sectors have been actively seeking innovative and intelligent products since they have become a new trend in the consumer market. Moreover, universities' current talent training model for cultivating such needs still needs improvement. Drawing from the current condition of talent development in product design and integrating the pedagogical knowledge gained recently, this paper presents a novel idea of local product design professional talent cultivation founded on the principles of cooperative education.

Research Paper on Social Media Application Using MERN Stack

Abstract: With rapid increase in the technology it is very essential to understand about emerging computing technology in the world. This research paper will highlight the popular MERN stack which includes four open source technologies i.e MERN ( MongoDB, Express, ReactJs, NodeJs). The demand for skilled MERN stack developers is skyrocketing. Companies across industries are recognizing the power and flexibility of this technology stack and are constantly seeking talented individuals who can bring their ideas to life using MERN. We will be discussing MERN Stack Application Social Media App

Simulating the emergence of superstar firms: The role of luck vs talent

This paper explores the dynamics of superstar firms, introduced by Rosen's seminal work on talent's role in success. The traditional viewpoint posits that technological advancements drive market dominance by highly talented individuals, creating a 'superstars' landscape. The paper challenges this perspective, introducing luck as a crucial and overlooked factor in shaping the success of superstar firms. Using an agent-based model, the study simulates the emergence of superstars in twelve countries. The results suggest that while talent and technology are essential, luck also plays a significant role in the 'rich get richer' phenomenon observed in superstar firms, emphasizing the multifaceted nature of success and suggesting opportune policy strategies to foster true meritocracy.

Internal Mobility and Employee Perceived Fairness: The Case of the Sunny Alanya Hotel

Recruitment is an integral part of a hotel’s human resources strategy. It ensures that positions are adequately staffed by talented individuals and that the operation of the hotel runs smoothly. One type of recruitment used in hotels is internal mobility, which describes the movement of employees to different roles or opportunities within the organization. Hotels should ensure that they follow internal mobility best practices to reduce the possibility of negative situations that may affect employee satisfaction. By identifying unfair practices within their own internal mobility policies, a hotel can improve employee satisfaction and morale. This case study examines how one hotel’s unfair internal mobility practices affected the day-to-day operations of its front office department. It follows Kemal and Cahn, who were both considered for promotion at the Sunny Alanya Hotel. Kemal’s promotion to front office supervisor was perceived as unfair and created tension in the department, affecting staff morale and service quality.

A Study of Diversity on Recruitment

Recruitment is the process of finding and attracting qualified individuals to fill job positions within an organization. It involves identifying the staffing needs of the organization and seeking out suitable candidates to meet those needs. Recruitment plays a crucial role in ensuring that organizations have the right talent to achieve their goals and objectives. It encompasses various activities, including job posting, candidate sourcing, resume screening, interviewing, and selection. A well-executed recruitment process can result in the hiring of talented individuals who contribute positively to the organization’s success. Recruitment is the cornerstone of building a successful organization. It’s the process by which companies identify, attract, and hire the most qualified individuals to fill job vacancies within their ranks. Beyond merely filling positions, recruitment is about finding the right fit — individuals who not only possess the necessary skills and qualifications but also align with the company’s culture, values, and long-term objectives. In today’s competitive business landscape, recruitment has evolved from a transactional process to a strategic function. Companies recognize that their success hinges on the talent they attract and retain. As such, recruitment practices have become more sophisticated, incorporating elements of employer branding, candidate experience, and diversity and inclusion. This introduction sets the stage for exploring the multifaceted nature of recruitment — from understanding the evolving needs of organizations to navigating the complexities of attracting top talent in a competitive market. Throughout this exploration, the importance of recruitment as a driver of organizational success will become increasingly apparent. Talent Acquisition: The primary objective of recruitment is to attract and identify talented individuals who possess the skills, qualifications, and experience necessary to fulfil the requirements of specific job roles within the organization. Fulfilling Organizational Needs: Recruitment aims to address the staffing needs of the organization by filling vacancies promptly with qualified candidates. This ensures that the organization has the right personnel in place to achieve its short-term and long-term goals. Building a Diverse Workforce: Recruitment plays a vital role in promoting diversity and inclusion within the organization by seeking candidates from varied backgrounds, experiences, and perspectives. A diverse workforce fosters innovation, creativity, and better decision-making. Enhancing Organizational Performance: By recruiting top talent, organizations can improve their overall performance and competitiveness. Hiring individuals who possess the required skills and expertise can lead to increased productivity, efficiency, and effectiveness across all levels of the organization. Creating a Talent Pipeline: Recruitment serves as a proactive measure to build a pool of potential candidates for future job openings. Establishing a talent pipeline ensures that the organization has access to a continuous supply of qualified individuals, reducing the time and resources spent on future recruitment efforts.

Striking a Balance by Exploring the Impact of Duty Time on Life Harmony in Saudi Arabia's Manufacturing Sector

This study aimed to analyze the impact of duty time on the employees’ life harmony in the Saudi Manufacturing Sector. Having a proper working time policy is vital to attract and retain talented individuals. However, the unfavorable increase in duty time creates a significant challenge to individual and family in this sector. In particular, the researcher observed the impact of duty time on employees’ family needs and how it relates to the employee’s satisfaction. In this context, quantitative and qualitative analyses approaches were used to address the research objectives. Accordingly, 578 employees from this sector had participated in the survey questionnaires. Moreover, 30 employees working in panel boards manufacturing factory were purposely selected to participate in face-to-face interviews for the qualitative part. Findings showed that majority of the participants believed that duty time and working hours policy are significantly impact their ability to satisfy their family needs. The increase in duty time is responsible for nearly 13.12 percent of the negative impact on employees’ life harmony. Callously, increasing one-hour in daily working hours causes a negative impact on employee life harmony could reach to three hours daily which is roughly 37 percent from the employee’s income. Moreover, the Company revenue might be impacted negatively by 11.152 percent. However, findings highlight the importance of balancing employee well-being with productivity and financial considerations within organizations.

Gender Differences in Physical Activity and Health-Related Authorships Between 1950 and 2019.

The objective of this study was to investigate gender differences in authorship in physical activity and health research. A bibliometric study including 23,399 articles from 105 countries was conducted to estimate the participation of female researchers in physical activity publications from 1950 to 2019. The frequency of female researchers was analyzed and classified by first and last authors and the overall percentage of female authors by region and country. The proportion of female first authors increased from <10% in the 50s and 80s to 55% in the last decade. On the other hand, the proportion of last authors increased from 8.7% to 41.1% in the same period. Most publications with female researchers were from the United States, Canada, Australia, Brazil, the Netherlands, Spain, England, Germany, Sweden, and China. Nine of these countries had over 50% of the articles published by female first authors. However, in all 10 countries, <50% of the articles were published by female last authors. The proportion of female researchers increased over time. However, regional differences exist and should be addressed in gender equity policies. There is a gap in the participation of female researchers as last authors. By actively addressing the gender gap in research, the global society can harness the full potential of all talented individuals, regardless of gender, leading to more inclusive and impactful scientific advancements.

Sustainable Scientific and Technological Talents Recommendation Method Based on Recommendation Algorithm

In today’s rapid development of global technology, the global demand for scientific and technological talents remains high. To provide a reliable talent referral channel, a talent recommendation model based on Bidirectional Encoder Representation from Transformers (BERT) and Bi-directional Long Short-Term Memory (BLSTM) was constructed. This model enables the matching of talented individuals with job opportunities. The results demonstrated that the accuracy and F1 value of BLSTM-BERT in the test set were 0.95 and 0.92, respectively. The precision rate, recall rate, F1-socre value and accuracy rate of BLSTM-CNN model were 0.96, 0.97, 0.96 and 0.97, respectively. The correct prediction rate of the talent recommendation model for the four types of talents was 1.0. It is evident that the talent recommendation model has a high accuracy in predicting talent categories and can precisely recommend necessary scientific and technological professionals for businesses.

Transformative Perspectives: Rethinking the Evaluation of Foreign Graduates’ Qualifications in Nigeria—Placebo or Panacea?

This paper explores the transformative perspectives surrounding the evaluation of foreign graduates’ qualifications in Nigeria, questioning whether current systems act as placebos or panaceas. Examining the authenticity and effectiveness of existing evaluation mechanisms, it delves into concerns about superficial criteria, the emphasis on academic credentials, and potential biases. Advocates for change call for holistic, transparent, and nuanced approaches that genuinely reflect the diverse talents of foreign-educated individuals. The author contemplates reforms to shift from symbolic gestures to meaningful instruments for workforce development. This nuanced discussion navigates the complexities of foreign qualification evaluation, stimulating a critical reevaluation of Nigeria’s current practices.

Menggali Potensi Lokal Kota Melalui Pengembangan UMKM Kampung Semanggi Surabaya

Creative industries are industries that rely on the skills, creativity and talents of individuals to generate employment and prosperity. The government has launched the concept of "Creative Economy Indonesia" which is oriented towards creativity and cultural heritage. The culinary industry is the largest subsector in Indonesia's creative industry with a contribution of 41.69% to the national GDP. In the midst of the pandemic, the culinary industry grew positively by 2.95%, showing its resilience. The rapid growth of the culinary industry is characterized by the emergence of many culinary MSMEs. Surabaya is a culinary-rich city with many culinary MSMEs that support the local economy. One of Surabaya's culinary specialties is pecel semanggi. In Semanggi Village, there are many MSMEs made from clover raw materials. The problem faced is the lack of marketing and utilization of local potential and synergy with government programs. Although Semanggi Village is still considered less capable in utilizing local potential, both facilities and synergies with government programs, local MSMEs have made various efforts to market processed clover products, such as through the creation of websites and sales on social media platforms. The development of Kampung Semanggi has been very rapid in terms of products that are increasingly diverse and reach all circles, increasingly modern ways of marketing products by utilizing technology, and the existence of a website that can increase sales of clover products.