Preservice Music Teachers’ Employment Preferences

2012 ◽  
Vol 60 (3) ◽  
pp. 294-309 ◽  
Author(s):  
Nicole R. Robinson
Keyword(s):  
Administrative Support ◽  
Music Teachers ◽  
Community Support ◽  
School Type ◽  
Program Sustainability ◽  
Personal Factors ◽  
Business Market ◽  
Student Socioeconomic Status ◽  
Race Ethnicity ◽  
Adaptive Conjoint Analysis

This study was designed to investigate preservice music teachers’ ( N = 187) perceptions of employment preferences when considering future teaching positions. Adaptive Conjoint Analysis, a business market–based research tool, was used to determine preferences for personal factors (e.g., salary, commute), school environmental factors (e.g., administrative support, school type, student race-ethnicity, student socioeconomic status [SES]), and music teaching factors (e.g., resources, facilities, program sustainability, parental and community support). Results indicated that preservice music teachers perceived administrative support, parental and community support, and program sustainability as most important factors and student SES and student race-ethnicity composition as least important factors when considering future employment.

Shared Responsibilities for Full Participation in Society: Planning Further Integration of the ICF Into AAC

2016 ◽  
Vol 1 (12) ◽  
pp. 83-93 ◽  
Author(s):  
Mary Blake Huer ◽  
Travis T. Threats
Keyword(s):  
Environmental Factors ◽  
Augmentative And Alternative Communication ◽  
Functional Limitations ◽  
Community Support ◽  
World Health ◽  
International Classification Of Functioning ◽  
Personal Factors ◽  
Social Service Agencies ◽  
Persons With Disabilities ◽  
Full Participation

The World Health Organization's (WHO's) 2001 International Classification of Functioning Disability and Health (ICF) has as one of its central tenets the full inclusion of persons with disabilities in society. It acknowledges the need for medical and rehabilitation intervention in its biopscychosocial framework. However, the WHO realizes that society must do its part to facilitate this full participation and empowerment. Persons with complex communication needs (PWCCN) often need augmentative and alternative communication (AAC) in order to express themselves. However, in order to access and successfully use AAC, PWCCN need access to the necessary AAC devices and services, as well as a willing society to interact with them as full contributing members of society. The factors outside of a person's specific physical and/or cognitive functional limitations are addressed in the ICF via the Personal and Environmental Factors. Personal Factors include the individual's personality traits, lifestyle, experiences, social/educational/professional background, race, gender, and age. Environmental Factors include community support systems, social service agencies, governments, social networks, and those persons that interact with the PWCCN. This article addresses the sociopolitical influences on PWCCN and their functioning from a human rights perspective. The necessary introspective role of speech-language pathologists in this process is explored.

Exposure to tobacco marketing in bars predicts subsequent use of multiple tobacco products among non-tobacco-using college students

2019 ◽  
pp. tobaccocontrol-2019-055195
Author(s):  
Ana Laura Herrera ◽  
Keryn E Pasch ◽  
C Nathan Marti ◽  
Alexandra Loukas ◽  
Cheryl Perry
Keyword(s):  
College Students ◽  
White Students ◽  
Online Survey ◽  
School Type ◽  
Tobacco Products ◽  
Tobacco Marketing ◽  
Race Ethnicity ◽  
The Relationship ◽  
Hispanic White

BackgroundDue to other marketing restrictions, one venue where tobacco companies concentrate their marketing efforts to reach young adults is bars/nightclubs.ObjectiveThis study examined the relationship between exposure to tobacco marketing in bars/nightclubs and number of alternative tobacco/nicotine products used 6 months later among college students.MethodsParticipants were 1,406 students aged 18–29 years old who reported going to bars or nightclubs at least rarely (M age=21.95; 67% female; 46% non-Hispanic white). Students completed an online survey in fall 2014/spring 2015 (wave 1) and again 6 months later (wave 2). Multilevel Poisson regression models were used to assess the relationship between exposure to three types of marketing at bars/nightclubs at wave 1 (tobacco/nicotine product advertisements; free samples; industry representatives) and number of tobacco products used (range=0–5) at wave 2, controlling for school type (2 year vs 4 year), age, sex, race/ethnicity and frequency of bar visits. An interaction between the number of wave 1 products and each marketing variable was tested.ResultsGreater exposure to free samples and tobacco industry representatives at bars/nightclubs predicted a greater number of products used 6 months later, but only among wave 1 non-tobacco users and not among tobacco users. Exposure to advertisements at bars/nightclubs did not predict the number of products used 6 months later.ConclusionTobacco companies claim that marketing is targeted to those who already use the product, not to non-users. However, the current study indicates tobacco marketing in bars and nightclubs may encourage use among non-users and has no influence on current users.

Job satisfaction and its associated factors of preventive medicine workers in northern Vietnam

2021 ◽  
Vol 05 (04) ◽  
pp. 61-78
Author(s):  
Quynh Anh Nguyen ◽  
◽  
Thu Ha Nguyen ◽  
Anh Dung Tran
Keyword(s):  
Job Satisfaction ◽  
Preventive Medicine ◽  
Associated Factors ◽  
Community Support ◽  
Bivariate Analysis ◽  
Personal Factors ◽  
Convenience Sample ◽  
Northern Vietnam ◽  
Validated Questionnaire ◽  
Overall Job Satisfaction

Objective: To access job satisfaction and its associated factors of preventive medicine workers in Vietnam. Method: A cross-sectional study was conducted using a purposive convenience sample of 12 preventive medicine centers in three provinces of northern Vietnam. Overall, 400 preventive medicine staff were invited to participate, and a response rate of 95.7% was percieved (153 from three provincial centers and 230 from nine district centers). All eligible participants completed the six-point response and validated questionnaire, which included questions relating to general information (basic demographics and social circumstances), job satisfaction. The job satisfaction measure produced scores for individual facets and overall job satisfaction (scored as continuous variables). Result: Bivariate analyses showed that satisfaction with pay and benefits had the lowest mean score (Mean: 3.81, SD: 0.76), satisfaction with the nature of the job had the highest mean score (Mean: 4.81, SD: 0.56), while the mean score of overall job satisfaction was 4.36, SD: 0.50. Bivariate analysis showed that personal factors were significantly associated with the facets of job satisfaction and overall job satisfaction. However, these associations varied across facets. Satisfaction with pay and benefits was significantly associated with six personal factors, including age, marital status, number of children, having a second job, tenure at the current job, and length of employment at the current center, while no personal factors were significantly associated with satisfaction with community support. Conclusion: The findings regarding the factors that appear to influence satisfaction could be useful to help management at preventive medicine centers and policy makers design programs to improve morale and commitment among these workers. Addressing the aspects of job satisfaction that were found to have the lowest scores may help the preventive medicine system to retain staff. Keywords: Health worker, preventive medicine, job satisfaction, personal factors, Vietnam

What Teachers Want: School Factors Predicting Teachers’ Decisions to Work in Low-Performing Schools

2020 ◽  
pp. 000283122093019
Author(s):  
Samantha Viano ◽  
Lam D. Pham ◽  
Gary T. Henry ◽  
Adam Kho ◽  
Ron Zimmer
Keyword(s):  
Administrative Support ◽  
Survey Design ◽  
Structural Features ◽  
School Characteristics ◽  
Revealed Preferences ◽  
School Factors ◽  
Employment Decisions ◽  
Low Performing Schools ◽  
Prior Achievement ◽  
Adaptive Conjoint Analysis

Attracting and retaining teachers can be an important ingredient in improving low-performing schools. In this study, we estimate the expressed preferences for teachers who have worked in low-performing schools in Tennessee. Using adaptive conjoint analysis survey design, we examine three types of school attributes that may influence teachers’ employment decisions: fixed school characteristics, structural features of employment, and malleable school processes. We find that teachers express a strong preference for two malleable school processes, administrative support and discipline enforcement, along with a higher salary, a structural feature. Estimates indicate these attributes are 2 to 3 times more important to teachers than fixed school characteristics like prior achievement. We validate our results using administrative data on teachers’ revealed preferences.

scholarly journals Job satisfaction and turnover intention of preventive medicine workers in northern Vietnam: Is there any relationship?

2021 ◽  
Vol 14 ◽  
pp. 117863292199517
Author(s):  
Quynh Anh Nguyen ◽  
Anh Dung Tran
Keyword(s):  
Job Satisfaction ◽  
Preventive Medicine ◽  
Turnover Intention ◽  
Community Support ◽  
Bivariate Analysis ◽  
Personal Factors ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Northern Vietnam ◽  
Overall Job Satisfaction

To access the relationship between job satisfaction and turnover intention of preventive medicine workers in Vietnam, we conducted a cross-sectional study using a purposive convenience sample of 12 preventive medicine centers in 3 provinces of northern Vietnam (Hai Duong, a plain province, Yen Bai, a mountainous province, and Hanoi, the capital of Vietnam). Overall, 400 preventive medicine staff were invited to participate, and 383 questionnaires were analyzed (153 from 3 provincial centers and 230 from 9 district centers). All eligible participants completed the questionnaire, which included questions relating to general information, job satisfaction, intention to quit. We identified significant associations between turnover intention and personal factors, including age, marital status, education level, professional degree, and length of employment at the current center. The bivariate analysis also indicated that job satisfaction had an inverse relationship with turnover intention, as expected. The correlations varied between facets and overall job satisfaction, from −0.19 for community support to −0.37 for overall job satisfaction. These correlations remained significant after controlling for personal factors using hierarchical multiple regressions. The results indicated that facet and overall job satisfaction were significant predictors of turnover intention, while overall job satisfaction was the strongest predictor (β = 0.37, P < .001). This study could contribute to local system development and the international understanding of job satisfaction and turnover intention among preventive medicine workers. Addressing the aspects of job satisfaction that were found to have the lowest scores may help the preventive medicine system to retain staff.

scholarly journals A Cross-Case Analysis of Developing Program Sustainability and Institutionalization in Early Stages of a Multisite Biomedical Student Diversity Initiative

2021 ◽  
Author(s):  
Krystle Palma Cobian ◽  
Hector V. Ramos
Keyword(s):  
Institutional Change ◽  
Administrative Support ◽  
Case Analysis ◽  
Student Diversity ◽  
Program Sustainability ◽  
Program Administrators ◽  
Early Stages ◽  
Sustainability Strategies ◽  
Funding Agencies ◽  
Cross Case Analysis

Abstract Background: Grant funding often drives innovative programming in efforts to enhance diversity in biomedical fields, yet strategies for sustainability of grant-funded biomedical intervention are not well understood. Additionally, as funding agencies shift toward supporting institutional change to biomedical training, less is known about the extent to which sustainability strategies can support long-term institutionalization of the original goals of the grant-funded initiative. The purpose of this study is twofold: to identify strategies used by grant-funded programs for promoting sustainability, and to examine the interrelations between the concepts of sustainability and institutionalization during early stages of grant-funded biomedical career training efforts. Methods: We employed a multiple case study design and cross-case analysis using interviews of program administrators and participants from 10 undergraduate institutions that received Building Infrastructure Leading to Diversity (BUILD) awards funded by the National Institutes of Health (NIH).Results: BUILD sites engaged in the following strategies to develop program sustainability: 1) scaling and adapting to expand programmatic impact, 2) identifying additional funding and cost-cutting measures, 3) developing and maintaining infrastructure and structural operations, 4) leveraging relationships and with intra-and inter-institutional partners, and 5) and addressing hiring, policies, and reward systems at the institution. Senior administrative support supported program sustainability and early institutionalization, although we also identified situations where participants felt that they were on track for sustainable changes without administrative support or institutional change. Of the strategies identified, those that involve organizational and infrastructural changes contribute to early stages of institutionalization. Conclusions: This study provides evidence of distinctions and interrelations between program sustainability efforts and institutionalization of change efforts in that some programs employed sustainability strategies that also strived toward institutionalization. Findings indicate the importance of program administrators developing early sustainability plans that also lead to institutionalization, as well as an opportunity for funding agencies to develop technical assistance on sustainability, organizational change, and institutionalization as a resource to support program administrators’ efforts toward making lasting change on their campuses.

scholarly journals Factors that Contribute to Failed Retention in Former Athletic Trainers

2013 ◽  
Author(s):  
Leamor Kathanov ◽  
Lindsey Eberman ◽  
Laura Juzeszyn
Keyword(s):  
Athletic Training ◽  
Administrative Support ◽  
Athletic Trainers ◽  
Role Strain ◽  
Personal Characteristics ◽  
Role Overload ◽  
Personal Factors ◽  
Training Design ◽  
Web Based ◽  
Employment Factors

BACKGROUND: Athletic trainer retention has been topic of concern for 20 years, with one study indicating a drastic decline within ten years of becoming certified. Burnout, life-work balance, role strain, socialization, salary, in addition to other constructs are potential reasons for a lack of retention. An assessment of individuals who have left the athletic training profession is lacking; therefore, the purpose of this study was to discover the reasons why athletic trainers leave the profession of athletic training. DESIGN: Web-based survey. Qualtrics® was used to survey of 1000 individuals who let their athletic training certification lapse within 5 years of the study. SUBJECTS: Of the 198 (response rate=23%) respondents, the majority were female (n=119, 60%), married (n=149, 75%) with children (n= 127, 64%). MAIN OUTCOME MEASURES: The survey included demographic information and 5-point Likert matrices of factors that contribute to retention. The data were analyzed for demographic and factor analysis information. RESULTS: The data suggests that items of burnout including clinical depression, role strain, ethical and social strain, feelings of sadness, hopelessness, and decreasing sleep consistently contribute to leaving the athletic training profession (44.8% of variability). Employment factors accounted for 10.5% of the variability with variables such as travel demands, work hours, role overload, staffing, work environment, and lack of administrative support contributing to leaving the profession. Personal characteristics (4.5%) and personal fit (9.7%) also contributed variability in the data. CONCLUSIONS: Retention appears to be driven by some extrinsic (burnout and employment) and some intrinsic (personal characteristics and fit) variables. Additional inquiry into the personal factors for persistence may help to better identify those that are more likely to stay in athletic training.

scholarly journals ASSESSING THE NORTH CAROLINA MASTER GARDENER PROGRAM

HortScience ◽  
1996 ◽  
Vol 31 (5) ◽  
pp. 742e-743
Author(s):  
Larry Bass ◽  
Robert D. Mustian
Keyword(s):  
North Carolina ◽  
Administrative Support ◽  
Community Support ◽  
State Level ◽  
Master Gardener ◽  
Support Materials ◽  
The North ◽  
Phone Calls ◽  
Local Program ◽  
Service Training

A total of 51 Extension agents were surveyed in the North Carolina Master Gardener program. Thirty-five (68%) agents returned the survey. The highest benefits from participation in the Master Gardener program were expanded outreach of the county office and increased community support. The top three program barriers are limited time, financial resources, and the recruiting/supporting of volunteers. The majority (60% agreed) of agents felt the Master Gardener program was a cutting-edge program and the Master Gardener Association (67.7% agreed) should continue to be supported. The three significant programming thrusts at the county level were new clientele, increased number of volunteers, and volunteer input into the local program. Significant features from the state level were the production of support materials, administrative support, and the N.C. Master Gardener Manual. Future changes/improvements to the Master Gardener program should be done through in-service training, completion of the teaching modules project, and more agent sharing sessions. Most agents (58.8%) have been in the Master Gardener program for 5 years or less, with 42.9% possessing horticulture undergraduate degrees. At least 100 median hours per agent were freed up by Master Gardeners answering phone calls and conducting workshops. The estimated savings to homeowners per county was a $20,000 median.

A Little Shot of Humility: Intellectual Humility Predicts Vaccination Attitudes and Intention to Vaccinate Against COVID-19

2021 ◽  
Author(s):  
Ho Huynh ◽  
Amy Senger
Keyword(s):  
Socioeconomic Status ◽  
Health Behavior ◽  
Multiple Regression ◽  
Psychological Factor ◽  
Political Orientation ◽  
Personal Factors ◽  
Intellectual Humility ◽  
Hierarchical Multiple Regression ◽  
Dimensional Measure ◽  
Race Ethnicity

Vaccinations remain a critical, albeit surprisingly controversial, health behavior, especially with the promise of widely available COVID-19 vaccine. Intellectual humility, a virtue characterized by nonjudgmental recognition of one’s own intellectual fallibility, may counter rigidity associated with anti-vaccination attitudes and help promote vaccine-related behaviors. This study investigated whether intellectual humility is related to anti-vaccination attitudes and intentions to vaccinate against COVID-19, and whether intellectual humility can predict unique variance in these outcomes beyond participant demographic and personal factors. Participants (N = 351, 57.23% male, mean age = 37.41 years, SD = 11.51) completed a multi-dimensional measure for intellectual humility, the anti-vaccination attitudes (VAX) scale, and a two-item COVID-19 vaccination intention scale. Bivariate correlations demonstrated that intellectual humility was negatively related with anti-vaccination attitudes overall, r(349) = -.46, p &lt; .001, and positively related to intentions to vaccinate against COVID-19, r(349) = .20, p &lt; .001. Hierarchical multiple regression revealed that intellectual humility predicted all four types anti-vaccination attitudes, overall anti-vaccination attitudes, and COVID-19 vaccination intentions above and beyond demographic and personal factors (i.e., sex, race/ethnicity, age, education, socioeconomic status, and political orientation), R2 between .08 - .18, ps &lt; .001. These results bolster intellectual humility as a malleable psychological factor to consider in efforts to combat anti-vaccination attitudes and promote COVID-19 vaccination uptake.

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