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Journal of Research in Innovative Teaching & Learning, vol. 13 no. 1
Type: Research Article
ISSN: 2397-7604

Available. Open Access. Open Access
Article
Publication date: 20 January 2021

Victoria Cardullo, Chih-hsuan Wang, Megan Burton and Jianwei Dong

The purpose of this study was to examine the relationship between factors in the extended technology acceptance model (TAM) model and teachers' self-efficacy in remote teaching…

18150

Abstract

Purpose

The purpose of this study was to examine the relationship between factors in the extended technology acceptance model (TAM) model and teachers' self-efficacy in remote teaching during the COVID-19 pandemic. In addition, the authors sought to listen to classroom teachers as they expressed their unbiased views of the advantages, disadvantages and challenges of teaching remotely during the COVID-19 pandemic.

Design/methodology/approach

A survey was employed to examine the relationship between factors in the extended TAM model and teachers' self-efficacy in remote teaching during the COVID-19 pandemic using the 49-item questionnaire. A multiple regression analysis using a stepwise procedure was used to examine the relationship between factors in the extended TAM model and teachers' self-efficacy. Three open-ended questions closely examined remote teaching during the pandemic, related to challenges, advantages and disadvantages.

Findings

Qualitative findings challenges included Internet connection, lack of interaction and communication and challenges with motivation and student engagement. Disadvantages included teachers’ level of self-efficacy in using technology to teach, lack of support and resources to teach online and the struggle to motivate and engage students. Perceived benefits included flexibility for the teacher and differentiation, rich resources and a way to support learners when in-person instruction is not possible.

Research limitations/implications

The data suggest that instead, during COVID-19, many teachers were learning about the platforms simultaneously as they were instructing students.

Practical implications

To ensure quality remote instruction and that students receive the support to make instruction equitable, teachers need to perceive that their instructional technology needs are met to focus on teaching, learning and needs of their students.

Social implications

Teachers need opportunities to explore the platforms and to experience success in this environment before they are exposed to the high stakes of preparing students to meet K-12 standards.

Originality/value

Instructional delivery has not explored teacher motivational and instructional teaching self-efficacy related to satisfaction with the learning management system (LMS).

Details

Journal of Research in Innovative Teaching & Learning, vol. 14 no. 1
Type: Research Article
ISSN: 2397-7604

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Article
Publication date: 13 November 2017

Lisa Joanne Maltman and Emma Lucy Turner

The 2011 Offender Personality Disorder Strategy promoted formulation-led approaches to offender management. The purpose of this paper is to demonstrate how formulation can inform…

323

Abstract

Purpose

The 2011 Offender Personality Disorder Strategy promoted formulation-led approaches to offender management. The purpose of this paper is to demonstrate how formulation can inform partnership-working with women offenders, specifically those with complex needs including personality difficulties.

Design/methodology/approach

Learning from partnership case-work is shared to highlight a psychological understanding of the needs of one female offender, and the organisational system operating around her.

Findings

The paper describes the development of a “volcano metaphor” as a conceptual framework to assist workers, without psychological training, to better understand the complexity of a client’s intense emotional world. It also reflects the impact of an individualised formulation for through-the-gate working.

Practical implications

The challenges and advantages of “joined-up” inter-agency working are highlighted, including some ideas on how to promote consistency. These include the use of formulation as the basis for decision making and to help “contain” strong emotions attached to working with complex women offenders. Importance is attached to stable and appropriate housing for such women by anticipating their resettlement needs prior to points of transition, and coordinating provision through multi-agency public protection arrangements.

Originality/value

The paper’s originality lies with the development of the volcano diagram as an accessible format for considering individualised formulation and risk assessment. The paper also offers detailed reflections on wider systemic processes attached to working with complex women offenders. It is particularly relevant to psychological practitioners working within probation and prisons, and also to offender managers.

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Journal of Forensic Practice, vol. 19 no. 4
Type: Research Article
ISSN: 2050-8794

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Article
Publication date: 12 December 2022

Nick Goodwyn, Nick Beech, Bob Garvey, Jeff Gold, Richard Gulliford, Tricia Auty, Ali Sajjadi, Adalberto Arrigoni, Nehal Mahtab, Simon Jones and Susan Beech

The “Germanwings” air crash in 2015 in which 150 people were killed highlighted the challenges pilots working in the aviation industry face. Pilots regularly work for extensive…

468

Abstract

Purpose

The “Germanwings” air crash in 2015 in which 150 people were killed highlighted the challenges pilots working in the aviation industry face. Pilots regularly work for extensive periods in inhospitable and high-pressure operational conditions, exposing them to considerable work-related stress. This has raised calls for a more systemic cultural change across the aviation industry, championing a more holistic perspective of pilot health and well-being. The study aims to explore how peer coaching (PC) can promote an inclusive psychosocial safety climate enhancing pilot well-being and can mitigate hazardous attitudes and dysfunctional behaviours.

Design/methodology/approach

Adopting an interpretative phenomenological analysis (IPA), semi-structured interviews and questionnaires were conducted with military and civilian peer coach/coachee pilots and key industry stakeholders, totalling 39 participants. The research provided significant insights into the perceived value of PC in promoting both pilot health and mental well-being (MW) and flight safety across the aviation industry.

Findings

The study highlights four key PC superordinate themes, namely, coaching skills, significance of well-being, building of peer relationships and importance of confidentiality and autonomy. Such combined themes build reciprocal trust within peer conversations that can inspire engagement and effectively promote personal well-being. The contagious effect of such local interventions can help stimulate systemic cultural change and promote a positive psychosocial safety climate throughout an organisation and, in this case, across the aviation industry. This study provides a PC conceptual framework “Mutuality Equality Goals Autonomy Non-evaluative feedback, Skill Confidentiality Voluntary Supervisory (MEGANS CVS),” highlighting the salient features of PC in promoting MW.

Research limitations/implications

The study highlights the salient features of PC and its role in promoting peer conversations that enable personal transition, openness and acceptance. This study also highlights how PC and well-being can be used to encourage inclusivity and engagement, thereby strengthening institutional resilience.

Practical implications

This study highlights how PC that can assist HRM/HRD professionals to embed a more inclusive and salutogenic approach to MW that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours. It further notes that whilst the MEGANS CVS peer coaching framework has been applied to pilots, it can also be applied across all sectors and levels.

Social implications

This study highlights the value of PC as an inexpensive means to engage at the grassroots level, which not only improves personal performance, safety and well-being but by building peer relationships can also act as a catalyst for positive and deep organisational cultural change.

Originality/value

This study offers the MEGANS CVS framework that exposes insights into PC practice that can assist HRM/HRD professionals embed a more inclusive and salutogenic approach to health and well-being that can reshape organisational cultures. This study highlights the significance and link of workplace stress to hazardous attitudes and dysfunctional behaviours, and whilst this framework has been applied to pilots, it can also have relevance across all sectors and levels. This study calls for a “salutogenic turn,” employing MW and PC to transform organisational capabilities to be more forward-thinking and solution-focused, promoting an inclusive “just culture” where leaders positively lead their people.

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European Journal of Training and Development, vol. 48 no. 1/2
Type: Research Article
ISSN: 2046-9012

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Available. Content available
Article
Publication date: 5 April 2013

Bruce Burton

144

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Qualitative Research in Financial Markets, vol. 5 no. 1
Type: Research Article
ISSN: 1755-4179

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Article
Publication date: 10 April 2023

Tahia Alam Macias, Megan Chapman and Prerana Rai

The purpose of this paper is to draw on the agent-system model of (in)justice and negative norm of reciprocity of social exchange theory to examine the indirect impact of…

466

Abstract

Purpose

The purpose of this paper is to draw on the agent-system model of (in)justice and negative norm of reciprocity of social exchange theory to examine the indirect impact of supervisory interactional injustice (i.e. interpersonal and informational) on employees’ target-specific extra-role work behaviours [counterproductive work behaviour directed at supervisor (CWB-S) and organisational citizenship behaviour directed at supervisor (OCB-S)] via distrust in supervisor.

Design/methodology/approach

The authors conducted a two-wave study, and participants (n = 401) were recruited via Amazon Mechanical Turk using a survey methodology. Bias-corrected confidence intervals (CIs) constructed in 20,000 bootstrap samples were used to test the mediation effects.

Findings

The findings indicated that interpersonal and informational injustice are positively related to employees’ distrust in supervisor. Furthermore, interpersonal and informational injustice indirectly affected CWB-S and OCB-S via distrust in supervisor.

Research limitations/implications

Several limitations and future research should be discussed. First, the cross-sectional nature of this study prevented us from establishing the causal direction implied by the mediation models in this research. Second, the authors cannot rule out the potential for common method variance. These limitations can be addressed by collecting data from multiple sources (e.g. supervisor and coworkers) at different points in time or by experimental study design. Lastly, the authors did not consider contextual variables (e.g. formal policies, practices, ethical rules and cultural climate) that may influence the proposed relationships’ strengths and directions.

Practical implications

Even though perceptions of distributive and procedural injustice can affect employee deviant behaviours targeted at the organisation and organisational members, the present findings suggest that practitioners should be aware that perceptions of supervisory interactional injustice (i.e. interpersonal and informational) are likely be requited with employees’ extra-role work behaviours targeted at the supervisor. The present findings suggest that, via distrust in supervisor, employees are likely to engage in more CWB-S and fewer OCB-S as a result of supervisory interactional injustice. Considering the costs associated with high CWB-S and low OCB-S, supervisors should be trained in adhering to interactional justice rules. Additionally, supervisors should be mindful and practice caution when interacting with subordinates, to ensure that interactional justice norms are not violated. Lastly, supervisors can seek feedback from subordinates regarding their perceptions of supervisory interactional injustice, as these assessments will allow the supervisors to adapt their behaviours to impede subordinates’ deviant behaviours aimed towards them.

Originality/value

This study contributes to the literature on organisational injustice and workplace behaviour. First, most injustice research assumes that injustice is the opposite of justice; this study examines the effect of interactional injustice. Second, the authors develop a target-specific model focusing on the interactions between two key organisational stakeholders (i.e. supervisors and employees). The authors suggest that supervisor’s disrespect and untruthfulness towards the employee will eventually result in employee revenge (i.e. CWB-S) and lack of cooperation (i.e. OCB-S) towards supervisor. Finally, the authors examine the mechanism (i.e. distrust in supervisor) through which supervisory interactional injustice may ensue in employee extra-role behaviours directed at the supervisor.

Details

International Journal of Organizational Analysis, vol. 32 no. 2
Type: Research Article
ISSN: 1934-8835

Keywords

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Book part
Publication date: 9 March 2023

Kayla Cloud and Erica Tibbetts

Despite increases in female participation and efforts to increase gender equity, sport remains a masculine and male-dominated institution. Women playing professional and elite…

Abstract

Despite increases in female participation and efforts to increase gender equity, sport remains a masculine and male-dominated institution. Women playing professional and elite sports challenge this preserve of masculinity and are often met with vehement opposition or blatant disregard (Messner, 2002). Though the challenges female athletes face in general have not diminished, some women's teams and certain female athletes, often with a variety of intersecting identities, have been empowered to succeed at international levels. We argue that many concessions made to women's sports in the United States are due to American Nationalism. Particular examples include women's baseball in the 1940s, which was seen as an extension of the war effort (Cahn, 2015); and recent support for the US Women's Soccer Team due to international dominance. In these cases, female athletes have been given the recognition and respect previously withheld for men. And often, this recognition focuses on people of colour or LGBTQ athletes; e.g. Wilma Rudolph, Megan Rapinoe, Venus and Serena Willams. We argue the recognition given to female athletes in general, and the sporting stars in particular, is due to nationalism and patriotism. Previous research has shown the connection between sport fandom, Olympism, professional sport, pride and nationalism (Horak & Spitaler, 2003; Morgan, 2000; Van Hilvoorde, Elling, & Stokvis, 2010). Within the media, Wensing and Bruce (2003) have shown how coverage changes for female athletes when their sporting endeavours are seen through a nationalist viewpoint. Through this lens, we will demonstrate that the increased support for professional female athletes via nationalism ultimately leads to the unravelling of traditional power structures, more inclusive practice in sport, and broader social change.

Details

Women’s Football in a Global, Professional Era
Type: Book
ISBN: 978-1-80071-053-5

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Abstract

Details

Sport, Gender and Mega-Events
Type: Book
ISBN: 978-1-83982-937-6

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Article
Publication date: 15 February 2022

Megan M. Walsh, Erica L. Carleton, Amanda J. Hancock and Kara A. Arnold

The purpose of this paper were to investigate whether gendered social media images reduce women’s leadership aspirations (via reduced leadership self-efficacy) and whether state…

2446

Abstract

Purpose

The purpose of this paper were to investigate whether gendered social media images reduce women’s leadership aspirations (via reduced leadership self-efficacy) and whether state mindfulness buffers the effect of stereotype threat on women’s leadership self-efficacy, and in turn, leadership aspirations.

Design/methodology/approach

Study 1 (n = 53) was a pilot study designed to test materials intended to induce stereotype threat via social media. Study 2 (n = 144) was an experimental study in which participants were randomly assigned to stereotype threat or control conditions. Stereotype threat was implicitly induced via a fictional Facebook timeline that incorporated gendered images.

Findings

Stereotype threat induced via social media predicted lower leadership aspirations for women, which was mediated by reduced leadership self-efficacy, as expected. State mindfulness moderated this mediated relationship in an unexpected way; stereotype threat effects on leadership self-efficacy and leadership aspirations were stronger for women higher in state mindfulness.

Originality/value

It is important to investigate stereotype threat induced via social media to understand the potential damage gendered images may have on women’s leadership aspirations in a modern advertising context. This research shows that indeed gendered images in social media advertising decrease women’s leadership self-efficacy and leadership aspirations. Interestingly, this study also found that mindfulness had a negative effect in relation to stereotype threat. Theoretical and practical implications are discussed.

Details

Gender in Management: An International Journal , vol. 37 no. 4
Type: Research Article
ISSN: 1754-2413

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Book part
Publication date: 29 November 2021

Emma Forbes

Abstract

Details

Victims' Experiences of the Criminal Justice Response to Domestic Abuse: Beyond GlassWalls
Type: Book
ISBN: 978-1-80117-386-5

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