A Journey towards Collaborative Culture Development: How to Be Weightless Despite Academic Gravity

2021 ◽  
Vol 16 (1) ◽  
pp. 79-112
Author(s):  
Dennis Fung ◽  
Weijun(Tim) Liang
Keyword(s):  
Collaborative Culture ◽  
Culture Development

Safety Culture and Safety-Relevant Behavior in Air Traffic Management

2015 ◽  
Vol 5 (1) ◽  
pp. 3-17 ◽  
Author(s):  
Michaela Schwarz ◽  
K. Wolfgang Kallus
Keyword(s):  
Safety Culture ◽  
Traffic Management ◽  
Service Providers ◽  
Five Factor Model ◽  
Principal Component ◽  
Air Traffic Management ◽  
Air Traffic ◽  
Psychometric Validation ◽  
Safety Attitudes ◽  
Culture Development

Since 2010, air navigation service providers have been mandated to implement a positive and proactive safety culture based on shared beliefs, assumptions, and values regarding safety. This mandate raised the need to develop and validate a concept and tools to assess the level of safety culture in organizations. An initial set of 40 safety culture questions based on eight themes underwent psychometric validation. Principal component analysis was applied to data from 282 air traffic management staff, producing a five-factor model of informed culture, reporting and learning culture, just culture, and flexible culture, as well as management’s safety attitudes. This five-factor solution was validated across two different occupational groups and assessment dates (construct validity). Criterion validity was partly achieved by predicting safety-relevant behavior on the job through three out of five safety culture scores. Results indicated a nonlinear relationship with safety culture scales. Overall the proposed concept proved reliable and valid with respect to safety culture development, providing a robust foundation for managers, safety experts, and operational and safety researchers to measure and further improve the level of safety culture within the air traffic management context.

Value and Character Education Based on Qur’anic

2016 ◽  
Vol 1 ◽  
pp. 182-188
Author(s):  
Eva Nurhaeny
Keyword(s):  
Young People ◽  
Character Education ◽  
Young Generation ◽  
Human Being ◽  
Human Beings ◽  
Human Individual ◽  
Moral Dimensions ◽  
Long Life ◽  
Culture Development ◽  
Education Concept

This essay discusses based on Qur’anic value and character education. In gobalization era, it has great impact on young behaviour change such as fighting, free sex, drug and other delinquencies. The occurred result is serious enough and it cannot be assumed just as a simple matter again, mainly that the subjects and the victim are young people whose have professions as students. The fact indicates that education world has to give an important role toward preventing national moral decadency in the effort of preparing the better future young generation. In this regard, we are aware that the education goal, basically, is to build better morality of human being or in another term is to “humanize the human being”. An idea regarding the significance of character education was appeared as a given solution in answering the morality problem in Indonesian education world. Character education is part of value education. That why, looking for the character education concept has been very urgent in the effort of preparing excellent, faithful, professional and personalized leaner as being asked by the education goal. The essence of characterized behavior actually is the psychological totality form which includes the whole human individual potency of cognitive, affective and psycho-motoric aspects, and also socio-cultural totality function in the context of interaction with God, him or herself, other human beings and the environment in his or her long life. Furthermore, in Qur’an’s teaching, the figure of the Messenger Peace be upon him (PBUH) is viewed as “the model human being”. In this context, the concept of Qur’anic charactereducation can be found through three moral dimensions that should be actualized in human being personality. They are the morality toward Allah (spiritual quotient/ intelligence), the morality toward our self (emotional quotient) and the morality toward Allah’s creatures, human being and environment (social quotient). Then, school should make the Holy Qur’an as the foundation of character education’s implementation whereas the implementation form in the school can be developed through intra-curricular, extra-curricular or personality and school culture development.

ANALYSIS OF NATIONAL PECULIARITIES AND PROBLEMS OF ORGANIZATIONAL CULTURE DEVELOPMENT IN MONGOLIA

2019 ◽  
Vol 9 (2) ◽  
pp. 258-270
Author(s):  
Amarsanaa Bor ◽  
◽  
Viacheslav Sevek ◽  
Liubov Anay-Ool ◽  
Aleksandr Mordvinskov ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Culture Development

Values and career behaviours of entrepreneurs and employees

2019 ◽  
Vol 26 (7) ◽  
pp. 1607-1625
Author(s):  
Anita Gaile ◽  
Ilona Baumane-Vitolina ◽  
Erika Sumilo ◽  
Daina Skiltere ◽  
Ricardo Martin Flores
Keyword(s):  
Career Success ◽  
Structural Equation ◽  
Positive Impact ◽  
Career Adaptability ◽  
Individual Values ◽  
Content Type ◽  
Positive Effects ◽  
Entrepreneurial Behaviour ◽  
Culture Development ◽  
Individual Value

Purpose The purpose of this paper is to determine the differences in the values and behaviours of employees and entrepreneurs and to develop guidelines for employers to foster entrepreneurial thinking in their organisations. Design/methodology/approach To determine individual behaviours, the authors used the career adaptability scale developed by Savickas and Porfelli (2012), complemented with the statements regarding relationships in the workplace and reward, designed by Gattiker and Larwood (1986). The individual values were evaluated by Schwartz’s individual value framework. The career success of individuals was defined by income level and job satisfaction. Data from a sample of 473 respondents were analysed using structural equation modelling. Findings This paper reveals that there are differences in the behaviours and the values of employees and entrepreneurs. Employees are more concerned with relationships at the workplace, rewards and confidence, whereas entrepreneurs focus solely on relationships. Self-direction value has a direct positive impact. Universalism, conformism, achievement, stimulation and safety have indirect positive effects on career success for employees. There is no specific individual value driving career success for entrepreneurs. Originality/value This paper follows the recent trends in organisational culture development whereby organisations seek to incorporate the entrepreneurial mindset at all levels of the organisation. Until now, there has been scarce empirical evidence on the differences between entrepreneurial and employee values. This research provides evidence that the value gap between these two distinct groups is considerable enough to question the ability of the average employee to adopt the entrepreneurial behaviour required by modern organisations.

Perceptions of the feedback process: a case study of veterinary residents and supervisors

2020 ◽  
Vol 187 (11) ◽  
pp. 449-449
Author(s):  
Karen Lisette Perry ◽  
Molly Frendo Londgren ◽  
Claire Vinten
Keyword(s):  
Clinical Performance ◽  
Good News ◽  
Study Cohort ◽  
Feedback Process ◽  
Semistructured Interviews ◽  
Residency Programme ◽  
Competency Based ◽  
Culture Development ◽  
Feedback Delivery

BackgroundAppraisal of resident clinical performance is critical during training. The most common method for this is feedback to residents based on impressions of supervising clinicians. How effective these practices are for veterinary residents remains unknown. This study focused on establishing perceptions of veterinary residents and supervisors regarding the feedback process.MethodsA qualitative case study format was chosen to investigate the perceptions and experiences within a well-developed residency programme. The study cohort consisted of veterinary residents and supervisors from the same specialties. Qualitative data were collected through individual semistructured interviews continuing iteratively until theoretical saturation was reached (14 in total).ResultsMismatches in resident and supervisor perceptions were evident regarding positive feedback delivery and the importance of dialogue. The nature of the resident/supervisor relationship and the efficacy of feedback were closely interlinked. The development of a feedback-friendly culture would be beneficial. Residents perceived that feedback on teaching was lacking. Milestones were perceived to be lacking.ConclusionThe results highlight a need for change away from the ‘no news is good news’ culture. Development of training workshops, formation of closer relationships between supervisors and residents, and a transition to competency-based education may be necessary.

Evaluating the performance of destination marketing systems (DMS): stakeholder perspective

2014 ◽  
Vol 32 (2) ◽  
pp. 208-231 ◽  
Author(s):  
Marianna Sigala
Keyword(s):  
Performance Evaluation ◽  
Destination Marketing ◽  
Collaborative Culture ◽  
Public And Private ◽  
Content Type ◽  
Stakeholder Perspective ◽  
Marketing Systems ◽  
Public And Private Stakeholders ◽  
Social Environmental ◽  
Nation Wide Survey

Purpose – Destination marketing systems (DMS) represent a vital inter-organisational information system (IOIS) for supporting the collaborative e-marketing strategies of tourism firms and the competitiveness of tourism destinations. However, many DMS have failed to deliver the expected outcomes, while the performance measurement of DMS has not been thoroughly investigated in the literature so far. The study synthesises research from the fields of DMS, IOIS and collaborative practices for investigating the perceptions of various tourism DMS stakeholders about the evaluation of DMS performance. The paper aims to discuss these issues. Design/methodology/approach – The study conducted a nation-wide survey for measuring the perceptions of various tourism DMS stakeholders in Greece about the importance of the roles that DMS should serve as well as the items that should be used for measuring the performance of these DMS’ roles. Findings – The findings showed that the public and private stakeholders held different perceptions about the roles of DMS as well as about the metrics that need to be used for evaluating DMS performance. The findings also showed that the perceptions that stakeholders hold about the roles of the DMS influence their perceptions about the performance evaluation of DMS. Research limitations/implications – The findings are based on evaluating a specific type of IOIS and sector/context. Thus, caution is required in generalising the results to other types of IOIS and social/environmental contexts. Practical implications – The study highlighted that the performance and success of DMS, and of IOIS projects in general, require the nurturing of a collaborative culture and the co-ordination of the various stakeholders’ perceptions and interests. Originality/value – The study addresses the gap in DMS performance evaluation and it contributes to the literature about IOIS evaluation by adopting a stakeholders approach.

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