scholarly journals Development of the Fitness Education Index: A Scale of Organizational Level Capacity

2019 ◽  
Vol 91 (1) ◽  
pp. 172-178
Author(s):  
Yen T. Chen ◽  
Jeanne M. Barcelona ◽  
Jessica Duncan Cance ◽  
Hannah G. Calvert ◽  
Seraphine Pitt Barnes ◽  
...  
Keyword(s):  
Organizational Level ◽  
Fitness Education

Possible Ways To Manage Personal Gender-Role Conflicts In Career Development

1970 ◽  
pp. 50-58
Author(s):  
Оксана Чуйко
Keyword(s):  
Career Development ◽  
Gender Role ◽  
Achievement Motivation ◽  
Time Management ◽  
Family Values ◽  
Family Counseling ◽  
Organizational Level ◽  
Role Conflicts ◽  
Personal Level ◽  
And Gender

The paper contributes to efforts to theoretically analyze possible psychological approaches personal gender-role conflict in career development, selected in terms of causes and peculiarities of its manifestation. We suggest considering such approaches at two levels – personal and orga­ni­zational ones. Personal level involves generating achievement motivation and psychological cri­teria for success; developing emotional competence; analyzing career and family values, identifying immediate life goals; analyzing family concepts; family counseling; psychological work with men aimed at maintaining parental identity; developing role competence; time management; psycho­logical analysis of individual gender identity and gender experience; challenging gender stereo­types. Organizational level includes developing family-friendly workplace culture, relying on gen­der-specific approach in staff coaching.

The purpose of this study was to examine the changes and trends of physical education curriculum and suggest educational implications for elementary fitness education. Data which were collected from PENC(Physical Education National Curriculum) and research reports were analyzed according to 1) objectives, 2) contents, 3) teaching methods and evaluations. The findings suggest that 1) objectives of PENC was changed from second order and ultimate objectives to instrumental objectives, 2) contents of PENC was changed from play and exercise-oriented to activity-oriented. 3) teaching methods of PENC was changed from passive assessment and prescriptions to self-oriented practice and check. Evaluations was changed from objective fitness testing to process-based comprehensive evaluation. Building on these key findings, the implications for elementary fitness education are as follows: First, elementary fitness education should be strengthened to enhance lifelong healthy life style for learners. Second, elementary fitness education should takes into account more learner’s interest and growth level. Third, elementary fitness education should be taught and evaluate students to continue to participate in activities of their own willingness.

2020 ◽  
Vol 59 (5) ◽  
pp. 57-69
Author(s):  
Mirim Park ◽  
Kyunghwan Jang
Keyword(s):  
Physical Education ◽  
Teaching Methods ◽  
Comprehensive Evaluation ◽  
National Curriculum ◽  
Fitness Testing ◽  
Healthy Life ◽  
Fitness Education ◽  
Education Data ◽  
Educational Implications ◽  
Healthy Life Style

Common Issues in Professional Behavior

NASPA Journal ◽  
2007 ◽  
Vol 44 (2) ◽  
Author(s):  
Steven M. Janosik
Keyword(s):  
Student Affairs ◽  
Case Studies ◽  
Organizational Level ◽  
Professional Behavior ◽  
Years Of Experience ◽  
Institutional Type ◽  
Student Affairs Practitioners

Most conversations about ethics and professional behavior involve case studies and hypothetical situations. This study identifies and examines the most common concerns in professional behavior as reported by 303 student affairs practitioners in the field. Differences by gender, years of experience, organizational level, institutional type, and institution size are also explored.

Understanding the Impact of Bullying in a Unionized U.S. Public Sector Workforce

2019 ◽  
Vol 68 (3) ◽  
pp. 139-153 ◽  
Author(s):  
Mazen El Ghaziri ◽  
Shellie Simons ◽  
Jane Lipscomb ◽  
Carla L. Storr ◽  
Kathleen McPhaul ◽  
...  
Keyword(s):  
Public Sector ◽  
Organizational Climate ◽  
Negative Impact ◽  
Multinomial Logistic Regression ◽  
Female Gender ◽  
Bargaining Unit ◽  
Organizational Level ◽  
Organizational Impact ◽  
Cross Sectional ◽  
The Impact

Background: Workplace Bullying (WPB) can have a tremendous, negative impact on the victims and the organization as a whole. The purpose of this study was to examine individual and organizational impact associated with exposure to bullying in a large U.S. unionized public sector workforce. Methods: A cross-sectional Web-based survey was conducted among 16,492 U.S. state government workers. Survey domains included demographics, negative acts (NAs) and bullying, supportiveness of the organizational climate, and individual and organizational impacts of bullying. Multinomial logistic regression was used to assess the impact among respondents who reported exposure to bullying. Findings: A total of 72% participants responded to the survey (n = 11,874), with 43.7% (n = 5,181) reporting exposure to NAs and bullying. A total of 40% (n = 4,711) participants who experienced WPB reported individual impact(s) while 42% ( n = 4,969) reported organization impact(s). Regular NA was associated with high individual impact (negatively impacted them personally; odds ratio [OR] = 5.03) when controlling for other covariates including: female gender (OR =1.89) and job tenure of 6 to 10 years (OR = 1.95); working in a supportive organizational climate and membership in a supportive bargaining unit were protective of high impact (OR = 0.04 and OR = 0.59, respectively). High organizational impact (transferring to another position) was associated with regular NA and bullying (OR = 16.26), female gender (OR = 1.55), providing health care and field service (OR = 1.68), and protective effect of organizational climate (OR = 0.39). We found a dose-response relationship between bullying and both individual and organizational-level impact. Conclusion/Application to Practice: Understanding the impacts of WPB should serve to motivate more workplaces and unions to implement effective interventions to ameliorate the problem by enhancing the organizational climate, as well as management and employee training on the nature of WPB and guidance on reporting.

Impact of relatedness, uncertainty and slack on corporate entrepreneurship decisions

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Robert Garrett ◽  
Shaunn Mattingly ◽  
Jeff Hornsby ◽  
Alireza Aghaey
Keyword(s):  
Decision Making ◽  
Hierarchical Linear Modeling ◽  
Cognitive Strategies ◽  
Corporate Entrepreneurship ◽  
New Venture ◽  
Organizational Level ◽  
Linear Modeling ◽  
Slack Resources ◽  
Content Type ◽  
Positive Effect

PurposeThe purpose of this study is to evaluate the effect of opportunity relatedness and uncertainty on the decision of a corporate entrepreneur to pursue a venturing opportunity.Design/methodology/approachThe study uses a conjoint experimental design to reveal the structure of respondents' decision policies. Data were gathered from 47 useable replies from corporate entrepreneurs and were analyzed with hierarchical linear modeling (HLM).FindingsResults show that product relatedness, market relatedness, perceived certainty about expected outcomes and slack resources all have a positive effect on the willingness of a corporate entrepreneur to pursue a new venture idea. Moreover, slack was found to diminish the positive effect of product relatedness on the likelihood to pursue a venturing opportunity.Practical implicationsBy providing a better understanding of decision-making schemas of corporate entrepreneurs, the findings of this study help improve the practice of entrepreneurship at the organizational level. In order to make more accurate opportunity assessments, corporate entrepreneurs need to be aware of their cognitive strategies and need to factor in the salient criteria affecting such assessments.Originality/valueThis paper adds to the limited understanding of corporate-level decision-making with regard to pursuing venturing opportunities. More specifically, the paper adds new insights regarding how relatedness and uncertainty affect new venture opportunity assessments in the presence (or lack thereof) of slack resources.

scholarly journals Beyond the crisis: trust repair in an interorganizational network

2021 ◽  
pp. 017084062110317
Author(s):  
Gareth Owen ◽  
Graeme Currie
Keyword(s):  
Organizational Level ◽  
Interorganizational Network ◽  
Trust Repair ◽  
Governance Form ◽  
Level Building

This article extends understanding of trust repair by explaining in more detail the dynamics of trust at the network-level. Building on organizational-level trust repair research, the article explains how two periods of trust repair – catharsis and catalysis – contribute to trust repair of an interorganizational network. In addition, the article describes how changes to network-level trust in an interorganizational network changes the governance form of the network making the interorganizational network more durable and stable.

Adaptation failures that cause error in technical organizations

2001 ◽  
Vol 20 (4) ◽  
pp. 301-312
Author(s):  
J.S. Busby
Keyword(s):  
Organizational Level ◽  
Historical Experience ◽  
Technical Organizations

A study was conducted of 127 cases of organizational error in engineering companies, analysing in particular the adaptation failures they pointed to: that is, the reasons that adaptation to past error had not led to error-free performance. The cases were first categorised according to whether the failure was due to situational variety or shortcomings in learning. Shortcomings in learning were then differentiated according to whether the cause lay with individuals' inferences, the structure of the engineering task they were performing, characteristics of tools used during the task, or organizational-level phenomena. A detailed taxonomy was developed for the cases collected under these categories. An attempt was then made to find an over-arching explanation of these adaptation failures, most of which turned out to be cases where earlier adaptations had been too rapid and definitive. The individuals or organizations in question had taken account of historical experience, but had done so in a way that discounted the possibility that this experience was idiosyncratic or temporary. This was explained in terms of the reinforcing feedback that arises from a number of effects. The suggestion is also made that there are good reasons why reinforcing feedback is ultimately functional, even though it appears to underlie particular adaptation failures and errors.

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