Correlates of Networking Behavior for Managerial and Professional Employees

2001 ◽  
Vol 26 (3) ◽  
pp. 283-311 ◽  
Author(s):  
Monica L. Forret ◽  
Thomas W. Dougherty
Keyword(s):  
Professional Employees ◽  
Networking Behavior

scholarly journals An Improved Machine Learning-Based Employees Attrition Prediction Framework with Emphasis on Feature Selection

Mathematics ◽  
2021 ◽  
Vol 9 (11) ◽  
pp. 1226
Author(s):  
Saeed Najafi-Zangeneh ◽  
Naser Shams-Gharneh ◽  
Ali Arjomandi-Nezhad ◽  
Sarfaraz Hashemkhani Zolfani
Keyword(s):  
Machine Learning ◽  
Feature Selection ◽  
Standard Deviation ◽  
Analytical Formula ◽  
Feature Selection Method ◽  
Selection Method ◽  
Performance Measure ◽  
Learning Approaches ◽  
Training Costs ◽  
Professional Employees

Companies always seek ways to make their professional employees stay with them to reduce extra recruiting and training costs. Predicting whether a particular employee may leave or not will help the company to make preventive decisions. Unlike physical systems, human resource problems cannot be described by a scientific-analytical formula. Therefore, machine learning approaches are the best tools for this aim. This paper presents a three-stage (pre-processing, processing, post-processing) framework for attrition prediction. An IBM HR dataset is chosen as the case study. Since there are several features in the dataset, the “max-out” feature selection method is proposed for dimension reduction in the pre-processing stage. This method is implemented for the IBM HR dataset. The coefficient of each feature in the logistic regression model shows the importance of the feature in attrition prediction. The results show improvement in the F1-score performance measure due to the “max-out” feature selection method. Finally, the validity of parameters is checked by training the model for multiple bootstrap datasets. Then, the average and standard deviation of parameters are analyzed to check the confidence value of the model’s parameters and their stability. The small standard deviation of parameters indicates that the model is stable and is more likely to generalize well.

Current Hiring Practices of Campus Recreation Directors of NIRSA Institutions

2006 ◽  
Vol 30 (2) ◽  
pp. 100-115 ◽  
Author(s):  
William F. Stier ◽  
Robert C. Schneider ◽  
Stephen Kampf ◽  
Gregory Wilding ◽  
Scott Haines
Keyword(s):  
Hiring Practices ◽  
Professional Organizations ◽  
Campus Recreation ◽  
Job Descriptions ◽  
Public And Private ◽  
Graduate Assistants ◽  
Entry Level ◽  
Policies And Procedures ◽  
Recreation Directors ◽  
Professional Employees

A survey of all National Intramural-Recreational Sports Association (NIRSA) campus recreation directors was conducted to determine the hiring practices, policies, and procedures relating to professional employees, graduate assistants, and student employees in campus recreation programs throughout North America. The survey instrument, in its final form, addressed hiring practices, policies, and procedures of campus recreation directors through 28 questions relating to the following areas: (a) search and screen committees, (b) job descriptions, (c) advertisement and announcement of vacancies, (d) applications, (e) references, (f) interviews, and (g) impact/involvement of national professional organizations in the hiring process. Selected data is presented in terms of (a) entry level position (coordinator) or for mid-level positions, (b) size of institutions (small, medium, and large), (c) rural, urban, and suburban locations, and (d) public and private institutions.

Who Are Professional Employees?

1995 ◽  
Vol 26 (8) ◽  
pp. 503-506
Author(s):  
David G. Parks ◽  
Jeffrey P. Altman ◽  
Lisa A. Lavelle
Keyword(s):  
Professional Employees

Combining Individual and Joint Networking Behavior for Intelligent IoT Analytics

2020 ◽  
pp. 45-62
Author(s):  
Jeya Vikranth Jeyakumar ◽  
Ludmila Cherkasova ◽  
Saina Lajevardi ◽  
Moray Allan ◽  
Yue Zhao ◽  
...  
Keyword(s):  
Networking Behavior

scholarly journals Exploring eudaimonia through meaningful work narratives within work integration social enterprises

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tamara Bilbija ◽  
Jack Stout Rendall
Keyword(s):  
Labour Market ◽  
Meaningful Work ◽  
Well Being ◽  
Social Enterprises ◽  
Content Type ◽  
Professional Workers ◽  
Professional Employees ◽  
Work Integration ◽  
New Evidence

Purpose The purpose of this paper is to provide new evidence on the different dimensions of well-being that can occur in work integration social enterprises (WISEs). This study aims to call for a future discussion on the role of meaningful work (MW) and its impact upon well-being beyond satisfaction. Design/methodology/approach Explorative interviews were undertaken with professional workers and beneficiaries within a Spanish WISE. These interviews aimed to uncover similarities and differences across aspects of what makes work meaningful to them as workers. Both eudaimonic and hedonic dimensions of well-being were used to analyse the data. Findings Different groups of employees show that professional employees (those working in the WISE, not because of their disadvantages in the labour market) create their narratives based on MW experiences (eudaimonic well-being), whereas beneficiaries (those working in the WISE because of their disadvantages in the labour market) often describe how satisfied they are at work (hedonic). Originality/value The concept of MW within WISEs to achieve well-being for both beneficiaries and professional workers could be enhanced through discussion of the different types of well-being that are being realised in such settings. Engaging with the concept of “eudaimonia” helps the authors to achieve this aim.

scholarly journals Correlating Affective Commitment with Prosocial Behavior: Does Perceived Meaningfulness at Work Matter?

2021 ◽  
Vol 36 (68) ◽  
pp. 112-125
Author(s):  
Orlando Enrique Contreras-Pacheco ◽  
Carlos Enrique Vecino-Arenas ◽  
Juan Camilo Lesmez-Peralta
Keyword(s):  
Prosocial Behavior ◽  
Latin American ◽  
Structural Equation ◽  
Affective Commitment ◽  
Developed Countries ◽  
Partial Least Square ◽  
Least Square ◽  
Cross Sectional Survey ◽  
For Profit ◽  
Professional Employees

The present work studies the engagement of prosocial behavior as an antecedent of affective commitment within for-profit organizations. In order to accomplish this, the work focuses on the role of positive feelings. It tests a partial least square-structural equation model using a cross-sectional survey of 144 professional employees from several Colombian industries. Results obtained show that prosocial behavior is associated with affective commitment, but only with the intervention of meaningfulness at work. These associations provide insight into professional employees’ attitudes towards the search for intrinsic motivation and engagement in for-profit organizational environments. Further implications revolve around the justification for working on practices that not only found and foster prosocial behavior in the workplace but also promote skill variety, task identity, and task meaningfulness to obtain adequate levels of engagement and commitment. Finally, since most studies have been conducted in developed countries, this study also contributes to a better understanding of the topic in previously unexplored contexts. In this case, a Latin American emerging economy, like Colombia.

scholarly journals Prominent challenges of fixed-term contracts for administrative and professional employees in higher learning institutions of Gauteng Province, South Africa

2016 ◽  
Vol 14 (3) ◽  
pp. 650-656
Author(s):  
Elsie Skeni Monkwe ◽  
Solly Matshonisa Seeletse
Keyword(s):  
South Africa ◽  
Jel Classification ◽  
Higher Learning ◽  
Primary Data ◽  
Temporary Workers ◽  
Gauteng Province ◽  
Term Contract ◽  
Professional Employees ◽  
Precautionary Measures ◽  
Learning Institutions

The use of temporary workers by organizations is growing, and has extensively extended to higher learning institutions (HLIs). This paper discusses the challenges of fixed term contract administrative and professional employees (FTC A/Ps) in Gauteng Provinces’ HLIs in South Africa. The research methodology used was exploratory. Surveys were used to collect data. The study sample consisted of 107 FTC A/Ps. Primary data were collected using a questionnaire. Text data were analyzed using the thematic content analysis of qualitative design. The study revealed that the HLIs did not provide training to the FTC A/Ps, but required them to perform as if they were trained. The FTC A/Ps were not getting employee benefits, were abused, underpaid, lacked privileges, lacked morale, could be dismissed any time, were driven to lose trust on managers and to be disloyal to their HLIs. They sometimes caused unscheduled turnover. Their commitment to work diminished. Still, they were bound to increase their productivity under punitive working conditions. The study recommends involving of FTC A/Ps when necessary, and not to abuse them. This also includes possibilities of integrating them in the HLI workforce, but to put proper precautionary measures when empowering them. Keywords: abuse, fixed term contract, higher learning institutions, roll over. JEL Classification: J71, J81, J82

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