Has DACA promoted work over schooling and professional advancement for qualifying Mexican Dreamers?

2021 ◽  
Author(s):  
Richard C. Jones
Keyword(s):  
Professional Advancement

Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

2019 ◽  
Vol 5 (1) ◽  
pp. 124
Author(s):  
Mohamed Buhari Mufitha ◽  
Su Teng Lee ◽  
Chen Chen Yong
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Professional Commitment ◽  
Turnover Rates ◽  
It Professionals ◽  
Professional Advancement ◽  
Software Engineers ◽  
Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

Modern issues of professional advancement as part of training of land reclamation specialists

2019 ◽  
Vol 15 (5) ◽  
pp. 963-979
Author(s):  
A.A. Ugryumova ◽  
◽  
L.E. Pautova ◽  
M.P. Zamakhovskii ◽  
T.S. Ezhikova ◽  
...  
Keyword(s):  
Land Reclamation ◽  
Professional Advancement

scholarly journals Plant Capitalism and Company Science: The Indian Career of Nathaniel Wallich

2008 ◽  
Vol 42 (5) ◽  
pp. 899-928 ◽  
Author(s):  
DAVID ARNOLD
Keyword(s):  
Forest Conservation ◽  
East India Company ◽  
Complex Nature ◽  
Botanic Garden ◽  
Professional Advancement ◽  
Economic Interests ◽  
Plant Life ◽  
International Reputation ◽  
Indigenous Plant ◽  
Colonial Science

AbstractThe career of the Danish-born botanist Nathaniel Wallich, superintendent of the Calcutta Botanic Garden from 1815 to 1846, illustrates the complex nature of botanical science under the East India Company and shows how the plant life of South Asia was used as a capital resource both in the service of the Company's economic interests and for Wallich's own professional advancement and international reputation. Rather than seeing him as a pioneer of modern forest conservation or an innovative botanist, Wallich's attachment to the ideology of ‘improvement’ and the Company's material needs better explain his longevity as superintendent of the Calcutta garden. Although aspects of Wallich's career and botanical works show the importance of circulation between Europe and India, more significant was the hierarchy of knowledge in which indigenous plant lore and illustrative skill were subordinated to Western science and in which colonial science frequently lagged behind that of the metropolis.

scholarly journals Factors supporting retention of health and wellbeing staff in Aboriginal health services: a strength-based case study

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Sara Deroy ◽  
Heike Schütze
Keyword(s):  
Health Service ◽  
Health Services ◽  
Aboriginal Health ◽  
Social Accountability ◽  
Cultural Safety ◽  
Staff Retention ◽  
Professional Advancement ◽  
Aboriginal Community ◽  
Health And Wellbeing

Abstract Background Aboriginal Community Controlled Health Services are fundamental to improving the health and welfare of Aboriginal peoples. A key element that contributes to the effectiveness of these services are Aboriginal health and wellbeing staff. However, Aboriginal health and wellbeing staff often suffer high rates of stress and burnout. Current literature focuses on proposed strategies to increase staff retention in Aboriginal Health Services, yet, there is limited information available showcasing what has actually worked. Method This was an intrinsic strengths-based case study of one regional Aboriginal Community Controlled Health Service. Semi-structured research yarning interviews were conducted with past and present staff employed in health and wellbeing roles to highlight the factors that staff felt contributed to their retention. Results Ten interviews were conducted between February and April 2018. Six key themes emerged: social accountability, teamwork and collaboration, cultural safety, supervision, professional advancement, and recognition. We add to the literature by identifying the importance of bi-directional communication, and showing that social accountability, teamwork and collaboration, cultural safety, supervision, professional advancement, and recognition continue to be important factors that contribute to health and wellbeing staff retention in Aboriginal Health Services. Conclusion This exemplar Aboriginal Health Service may provide insights into future strategies to improve staff retention in other health services.

scholarly journals A longer shortlist increases the consideration of female candidates in male-dominant domains

2021 ◽  
Author(s):  
Brian Jeffrey Lucas ◽  
Zachariah Berry ◽  
Laura M. Giurge ◽  
Dolly Chugh
Keyword(s):  
Gender Equity ◽  
Dominant Role ◽  
Low Cost ◽  
Professional Advancement ◽  
Early Step ◽  
Female Candidates ◽  
Recruitment Practices ◽  
Selection Decisions ◽  
Initial List ◽  
Category Prototype

Making it onto the shortlist is often a crucial early step toward professional advancement. For underrepresented candidates, one barrier to making the shortlist is the prevalence of informal recruitment practices (e.g., colleague recommendations). The current research investigates informal shortlists generated in male-dominant domains (e.g., technology executives) and tests a theory-driven intervention to increase the consideration of female candidates. Across ten studies (N = 5,741) we asked individuals to generate an informal shortlist of candidates for a male-dominant role and then asked them to extend the list. We consistently found more female candidates in the extended (versus initial) list. This longer shortlist effect occurs because continued response generation promotes divergence from the category prototype (e.g., male technology executives). Studies 3-4 supported this mechanism and Study 5 tested the effect of shortlist length on selection decisions. This longer shortlist intervention is a low-cost and simple way to support gender equity efforts.

scholarly journals Innovative Pedagogical Experiences as a Key Factor of Professional Advancement

2018 ◽  
pp. 142-145
Keyword(s):  
Research Methods ◽  
Personal Characteristics ◽  
Educational Process ◽  
Specific Situation ◽  
Survey Analysis ◽  
Professional Advancement ◽  
Dissemination Activity ◽  
Key Factor ◽  
Research Problems ◽  
Professional Self

A modern teacher has to work on professional self-improvement throughout his/her life in order to be worthy of the high title of “teacher”; therefore, he/she must constantly master the technologies of generalization and dissemination of innovative pedagogical experience. Research Methods: To address the research problems, research methods including analysis of the products of teachers’ activities, survey, analysis, synthesis, comparison, generalization of empirical data, questioning, expert evaluation, and statistical data processing were used. Research Results: In this study, the dissemination of such experiences in the process of upgrading teacher’s pedagogical qualification was positioned as a purposeful assistance in creating and applying the integrated unity of three spaces: educational, educational-reflexive, and social-practical. Discussion: The andragogical support of school teachers, who master innovative pedagogical experiences, should be organized proceeding from the andragogical approach to the educational process, which actualizes the principles of independence, taking into account the experiences of students, the application of learning outcomes to a specific situation, the intensification of the need for education. Conclusion”. The main differences between teachers working in schools and gymnasiums are manifested in a higher level of dissemination activity on the part of gymnasium teachers, which is related to the requirements to the staff in this institution and to personal characteristics of teachers who are more focused on creativity and the introduction of innovations into the pedagogical process.

Brain Drain and Africa’s Development: A Reflection

2002 ◽  
Vol 30 (1) ◽  
pp. 25-30
Author(s):  
Soumana Sako
Keyword(s):  
Soviet Union ◽  
Brain Drain ◽  
Former Soviet Union ◽  
Recipient Country ◽  
Developed Countries ◽  
The United States ◽  
Source Country ◽  
Professional Advancement ◽  
Peace And Security ◽  
Highly Skilled

The flight of human capital is a phenomenon that has been of concern to academics and development practitioners for decades. Termed the brain drain, it represents the loss of highly skilled professionals from a source country to a recipient country. Migrants leave one country for another as a result of strong attractions associated with differentials in living conditions, opportunities for professional advancement, and the existence of an environment that is conducive to peace and security. The term brain drain gained currency in the 1950s. Then it referred to emigration of scientists to the United States from countries such as Britain, Canada, and the former Soviet Union. Today, the concept is used to denote the flight of highly skilled professionals and academics from developing to developed countries.

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