scholarly journals Welcome to the Regular World! Exploring How Female Doctorate Holders in Education Transition from Irregular to Regular Work in South Korea

2021 ◽  
Vol 13 (10) ◽  
pp. 5347
Author(s):  
Hyosun Kim ◽  
Sooyong Lee
Keyword(s):  
Significant Contribution ◽  
Structural Aspect ◽  
Doctoral Degrees ◽  
Evaluation Procedure ◽  
Full Time ◽  
Adaptation Process ◽  
University Staff ◽  
Staff Members ◽  
Regular Work ◽  
Depth Interviews

The purpose of this study was to explore the adaptation process of female Ph.D. holders working in universities who shifted from being irregular employees to regular employees. The study adopted a qualitative approach using in-depth interviews to investigate participants’ experiences and discover any inconsistencies, as well as how they are alleviated. The basic findings of the study indicate that the adaptation process is more feasible when the gap between the personal aspect of job adaptation and the organizational environment and satisfaction with it decreases. The participants in the study joined the labour union to convert to regular jobs. However, after transitioning to full-time positions, the participants did not realize the structural aspect of the contracts they had signed. Although they expected to make their unfair situation more fair through the transition of their job positions, they still faced structural discrimination. As the participants were women with doctoral degrees, their professionalism was considered a cardinal value, and their job satisfaction varied according to the degree of matching between their work and their expertise. Moreover, during the evaluation period, they began to establish themselves as legitimate members of their teams through the employee evaluation procedure of full-time employees, which is conducted mutually rather than unilaterally. Through its in-depth interviews with transitioning university staff, this study makes a significant contribution to our understanding of how female faculty adjust to changes in their life and position in the organization following a change in their status. These findings prove that higher education institutions need focus on career development for female students as well as their faculty and staff members. Such a focus also requires more active actions by university and college members.

scholarly journals Understanding the Occupational Adaptation Process and Well-Being of Older Adults in Magallanes (Chile): A Qualitative Study

2019 ◽  
Vol 16 (19) ◽  
pp. 3640 ◽  
Author(s):  
Palma ­Candia ◽  
Hueso­Montoro ◽  
Martí-García ◽  
Fernández-Alcántara ◽  
Campos-Calderón ◽  
...  
Keyword(s):  
Older Adults ◽  
Qualitative Study ◽  
Well Being ◽  
Self Esteem ◽  
Adaptation Process ◽  
Occupational Adaptation ◽  
Use Of Time ◽  
Low Levels ◽  
Interpretative Approach ◽  
Depth Interviews

Background: Aging and longevity are important topics nowadays. Purpose: To describe how older adults perform the occupational adaptation process in the extreme region of Magallanes (Chile), and to identify the factors that might contribute to successful occupational adaptation and well-being. Method: Qualitative study, with a phenomenological interpretative approach. In-depth interviews were carried out with 16 older adults, with high or low levels of well-being, assessed with the Ryff Scale. An inductive content analysis according to Elo and Kyngäs was performed. Findings: Resilience, self-esteem and interdependence with significant others are key elements that promote well-being. Participants develop strategies to minimize the effects of environmental factors. The occupation’s function in terms of socialization, use of time, and social participation is revealed as a conditioning factor of occupational adaptation. Implications: Interventions with older people to achieve a successful occupational adaptation process must take into consideration the commitment to meaningful activities.

Beekeeping as a family artisan entrepreneurship business

2019 ◽  
Vol 25 (4) ◽  
pp. 717-730 ◽  
Author(s):  
Veland Ramadani ◽  
Robert D. Hisrich ◽  
Leo-Paul Dana ◽  
Ramo Palalic ◽  
Laxman Panthi
Keyword(s):  
Family Business ◽  
Transition Economy ◽  
Rural Families ◽  
Research Approach ◽  
Full Time ◽  
Western Balkans ◽  
Content Type ◽  
Face To Face ◽  
Part Time ◽  
Depth Interviews

Purpose Throughout Macedonia, beekeeping is becoming popular regardless of ethnicity. Studying ethnicity, the purpose of this paper is to determine what beekeepers in Macedonia thought in their own words about their beekeeping entrepreneurship. The objective is to identify whether motivations of ethnic Albanian beekeepers in Macedonia were the same or different compared to those of ethnic Macedonians in the same country, and if different, how. Design/methodology/approach To accomplish this objective, in-depth interviews were conducted with 40 beekeepers in Macedonia. A total of 29 interviews were conducted face-to-face and the other 11 by phone. The first set of interviews took place between December 2016 and February 2017, followed by more interviews in June 2017. In total, 27 respondents said they were ethnic Albanians, and 13 identified themselves as ethnic Macedonians. Also, ten respondents were women. While eight were full-time beekeepers, 32 were part-time beekeepers. Findings The results indicated that beekeeping businesses play a significant role in the transition economy of Macedonia. Beekeeping provides additional earnings that support rural families and keeps them financially stable. The majority of both Albanians and Macedonians understood that beekeeping on a part-time job basis provided a needed supplement to their income. Some part-time beekeepers are also working as auto-mechanics, locksmiths, medical doctors, restaurant/cafeteria owners, and tailors. A few in the sample were retired from their jobs or full-time beekeepers. An important difference between ethnic Albanian beekeepers and ethnic Macedonians in Macedonia is that the majority of ethnic Albanian participants see beekeeping as following in “my father’s footsteps”, while most Macedonians were motivated by the perceived opportunity of having a good business. Research limitations/implications Limitations of the research are twofold. First, financial data of family beekeeping are not available, which would be useful in determining the contribution made to economic development. It is common, especially in transition economies such as the western Balkans, that financial results are very sensitive to their owners. Second, unavailable databases for beekeepers make any quantitative approach difficult, if not impossible, resulting in most research using the qualitative research approach. Originality/value This paper is one of the first to treat beekeeping as a form of artisan entrepreneurship, which also contributes to the understanding of family business. As in other countries, the important and operation of the family business among family members in Macedonia is passed from generation to generation. The results of this research revealed the value of networking, which was found to be very important to income. For beekeepers to develop, grow, and be branded in the community, networking is an important ingredient.

scholarly journals The engagement and retention of non-profit employees in Belgium and South Africa

2016 ◽  
Vol 15 ◽  
Author(s):  
Michelle Renard ◽  
Robin J. Snelgar
Keyword(s):  
South Africa ◽  
Work Engagement ◽  
Qualitative Data ◽  
Turnover Intentions ◽  
Full Time ◽  
Non Profit ◽  
Managerial Implications ◽  
Part Time ◽  
Time Basis ◽  
Depth Interviews

Orientation: A lack of qualitative research exists that investigates work engagement and retention within Belgium and South Africa, particularly within the non-profit sector.Research purpose: The study aimed to gather in-depth qualitative data pertaining to the factors that promote work engagement and retention amongst non-profit employees working within these two countries.Motivation for the study: Because of scarce funding and resources, non-profit organisations are pressured to retain their talented employees, with high levels of turnover being a standard for low-paid, human-service positions. However, when individuals are engaged in their work, they display lower turnover intentions, suggesting the importance of work engagement in relation to retention.Research design, approach and method: Non-probability purposive and convenience sampling was used to organise in-depth interviews with 25 paid non-profit employees working on either a full-time or a part-time basis within Belgium and South Africa. Thematic analysis was used to analyse the qualitative data produced.Main findings: Participants were found to be absorbed in, dedicated to and energised by their work, and revealed numerous aspects promoting their retention including working towards a purpose, finding fulfilment in their tasks and working in a caring environment.Practical/managerial implications: Non-profit organisations should develop positive work environments for their employees to sustain their levels of work engagement, as well as place significance on intrinsic rewards in order to retain employees.Contribution: This study provides insights into the means by which non-profit employees across two nations demonstrate their enthusiasm, pride and involvement in the work that they perform. It moreover sheds light on the factors contributing to such employees intending to leave or stay within the employment of their organisations.

Migration, Agency, and the Sex Industry: Practitioners’ Perspectives on Foreign Sex Workers in Turkey

2017 ◽  
Vol 62 (10) ◽  
pp. 2954-2981
Author(s):  
Omur Kaya ◽  
Edna Erez
Keyword(s):  
Sex Workers ◽  
Close Contact ◽  
Sociocultural Factors ◽  
Sex Industry ◽  
Staff Members ◽  
Legal Reforms ◽  
Sex Market ◽  
Political Economic ◽  
The Impact ◽  
Depth Interviews

The article presents the political, economic, and sociocultural factors that make Turkey an attractive destination for foreign sex workers, and reviews trends in official statistics of arrested traffickers, rescued victims, and deportation of migrant illegal sex workers. In-depth interviews of 20 law enforcement and nongovernmental organizations staff members, who in the course of their work come into close contact with foreign sex workers, shed light on the statistics. The interview data provide insights into the structure of the Turkish sex market, the factors that bring foreign women to work in this market, and the impact of legal reforms on the circumstances of foreign sex workers. The article concludes with the implications of the findings for public policy.

scholarly journals Students and young university staff development in the context of e-learning and the fourth industrial revolution

2020 ◽  
Vol 9 (1) ◽  
pp. 48-54
Author(s):  
Le Doan Minh Duc ◽  
Nguyen Hoang Tien ◽  
Nguyen Thi Hoang Yen
Keyword(s):  
Staff Development ◽  
Industrial Revolution ◽  
University Staff ◽  
International Affair ◽  
Education Management ◽  
Staff Members ◽  
Fourth Industrial Revolution ◽  
Current State ◽  
Technology In Teaching ◽  
E Learning

This article aims at presenting the current state of students’ capacity for learning and competencies of young staff members in Vietnamese universities. Then, we imply some orientations to improve students’ capacity for learning and young lecturers’ capacity for teaching in the 4th industrial revolution such as: Application of technology in teaching - education management and international affair.

scholarly journals “Fasten your seat belts”: Investigating learners’ perceptions regarding the implementation of tasks in an English online course

2019 ◽  
Vol 32 (2) ◽  
pp. 228
Author(s):  
Juliane Regina Trevisol ◽  
Leonardo Da Silva ◽  
Raquel Carolina Ferraz D'Ely
Keyword(s):  
Distance Education ◽  
Qualitative Study ◽  
Foreign Language ◽  
Learning By Doing ◽  
Task Engagement ◽  
Online Course ◽  
Seat Belts ◽  
University Staff ◽  
Staff Members ◽  
Cultural Aspects

Considering the growth of distance education, this qualitative study investigated learners’ perceptions of the implementation of traveling-themed tasks (ELLIS, 2003) in a virtual course of English as a foreign language.  The course was offered to university staff members for a semester. Four participants took part in it. Instruments were a consent form, two questionnaires, and a Skype interview. Results suggest learners perceived the course as motivating, noticing their task engagement from the perspective of “l’education integrale” (LONG, 2015) and “learning by doing”. Furthermore, learning was related to cultural aspects noticed, interesting sites, and the connection with previous traveling experiences.

scholarly journals Effect of marital status, gender and job position in smoking behavior and cessation intent of staff members in a Central American public university

2013 ◽  
Vol 5 (1) ◽  
pp. 157-161 ◽  
Author(s):  
Lourdes Arce Espinoza ◽  
Julián Monge Nájera
Keyword(s):  
Secondhand Smoke ◽  
Smoking Behavior ◽  
Economic Cost ◽  
Public University ◽  
Central American ◽  
State University ◽  
Industrialized Countries ◽  
University Staff ◽  
Staff Members ◽  
Latin Culture

Smoking is one of the leading worldwide causes of cardiovascular disease and cancer development, and it not only affects the consumer but also those who are exposed to secondhand smoke. The economic cost of caring for the sick affects resources needed for education and prevention of addiction to cigarettes. This topic has been extensively studied in industrialized countries, but the information from Latin America is less available and seldom is based on inferential statistics applied to clear hypotheses, both central aspects in this article. To test several hypotheses on consumption and characteristics of patients we did an email survey to the entire staff of a state university in Costa Rica (N=2 850) in 2012. A 20% responded in a period of ten weeks and we applied a multiple regression to their answers. The results are statistically consistent with the hypothesis that being single, occupying high job positions and being male lead to increased consumption of tobacco and to an earlier start. To our knowledge, this is the first study using this methodology for the staff of any university in Central America.KEY WORDSFactors associated with smoking, Latin culture and smoking, use of tobacco by university staff, legal drugs, addiction.

scholarly journals Human resources department in crisis: A case of a university in South Africa

2014 ◽  
Vol 10 (3) ◽  
pp. 19-27
Author(s):  
Bethuel Sibongiseni Ngcamu
Keyword(s):  
Higher Education ◽  
South Africa ◽  
Human Resources ◽  
Higher Education Institutions ◽  
The Body ◽  
Staff Members ◽  
Management Interventions ◽  
Department Staff ◽  
University Leaders ◽  
Depth Interviews

Human Resources (HR) departments in previously disadvantaged higher education institutions (HEI) in South Africa have contributed to the crisis that has led them to be governed by appointed Administrators assigned by the Ministry of Higher Education and Training. The malfunctioning of HR departments persists even in the post-Administrator’s era, with a prevalence of personal, interpersonal and operational challenges. This study aimed at interrogating challenges faced by the HR Department of the university concerned post the appointed Administrator era and its negative effects. This study adopted a qualitative research approach whereby in-depth interviews were conducted with a sample of 10 HR Department staff members. Focus group discussions were also carried out with 20 academic and non-academic university leaders. Further data was also collected through ethnographic observation and secondary data was also used. The non-probability purposive sampling was used for qualitative analysis and NVivo was used for organizing and analyzing data gleaned from the in-depth interviews. The study findings consistently revealed unclear roles and responsibilities, outmoded recruitment and selection processes and poor interpersonal relations amongst the HR department staff members as some of the challenges that still persist post the Administrator’s era, all of which have contributed to the paralysis of organizational culture. University leaders can use the study findings as a tool to devise and implement radical change management interventions aiming at re-engineering HR departments that are operating abnormally, as well as for designing a responsive HR Strategic Architect. This study will contribute to the body of knowledge in the HR fraternity as there is a dearth of published studies on the internal challenges faces by HR Departments (both interpersonal and operational), which have the potential to hamper smooth operations of higher education institutions.

scholarly journals Digital Resource Use and Non-Use in the Humanities and Social Sciences Academic Settings is Multifaceted

2007 ◽  
Vol 2 (2) ◽  
pp. 101
Author(s):  
Lotta Haglund ◽  
David Herron
Keyword(s):  
Social Sciences ◽  
Resource Use ◽  
Teaching Style ◽  
The United States ◽  
Discussion Groups ◽  
Full Time ◽  
Digital Resources ◽  
Digital Resource ◽  
Humanities And Social Sciences ◽  
Depth Interviews

A review of: Harley, Diane. “Why Study Users? An Environmental Scan of Use and Users of Digital Resources in Humanities and Social Sciences Undergraduate Education.” First Monday 12.1 (Jan. 2007). 7 May 2007 http://www.firstmonday.org/issues/issue12_1/harley/index.html. Abstract Objective – (1) To map the digital resources available to undergraduate educators in the humanities and the social sciences, (2) to survey faculty about their use of digital resources, and (3) to examine how understanding use and users can benefit the integration of resources into teaching. Design – A mixed-methods approach, which included a survey, conducting discussion groups, and in-depth interviews. Setting – Academic institutions in the United States. Subjects – (1) “Various stakeholders”; (2) 31 instructors from three institutions, and 4500 full-time and part-time faculty and graduate students (at California public research universities, liberal arts colleges and community colleges); and (3) 13 digital resource providers and two other stakeholders, and 16 site owners or user researchers. Methods – (1) A literature review, combined with discussions with various stakeholders. (2) Four sessions of discussion groups with 31 instructors from three institutions formed the basis for developing a faculty survey instrument. The survey was distributed both on paper and online. (3) Collection of data on cost and collaborative development strategies, in-depth interviews with 13 digital resource providers and two other stakeholders, combined with a two day workshop with 16 experts, both on the subject of online educational resources. Main results – (1) Concerning the humanities and social sciences digital resource landscape, the main results of the literature study were the conclusions that the field of online education studies is complicated by a lack of common vocabulary, definitions, and analyses; and that different stakeholder interests and agendas also influence the understanding of how digital resources are used. With the help of discussion groups, an attempt at creating a typology for digital resources available to undergraduates was made, looking at type of resource, origin, and type of role of the provider or site owner. From the article, it is unclear whether or not this attempt at classification was successful. (2) Concerning faculty use or non-use of digital resources, the most important result was the insight that personal teaching style and philosophy influence resource use more than anything else, and this also seemed to be the most important reason for not using digital resources. Faculty use digital resources for a number of reasons, to improve student learning, provide context, and also because it is expected of them. More than 70% of faculty maintain their own collection of digital resources. However, the lack of efficient tools for collecting, managing, and using these resources in teaching is seen as a problem. There is also a variation between scholarly fields, where faculty in different disciplines require different types of resources and use them in different ways, and for different educational reasons. (3) Concerning how understanding use and users can benefit the integration of resources in teaching, the results of the interviews show a lack of common terms, metrics, methods, or values for defining use and users; but a shared desire to measure how and for what purpose digital resources were being used. Few of the providers had any plans to evaluate use and users in a systematic way. Conclusion – The digital landscape is complicated. Faculty use is determined by personal teaching style and philosophy. Digital resource providers would like to know more about how and for what purpose digital resources are being used. Experts see a number of areas for further research, the results of which might help clarify the situation. The only way to understand the value of digital resources is to measure their impact and outcomes, but further work is needed to provide common vocabulary, metrics, and methods for evaluation.

scholarly journals Laboratory Staff Turnover: A College of American Pathologists Q-Probes Study of 23 Clinical Laboratories

2019 ◽  
Vol 144 (3) ◽  
pp. 350-355 ◽  
Author(s):  
David A. Novis ◽  
Suzanne Nelson ◽  
Barbara J. Blond ◽  
Anthony J. Guidi ◽  
Michael L. Talbert ◽  
...  
Keyword(s):  
Human Resource ◽  
Clinical Laboratory ◽  
Staff Turnover ◽  
Human Resource Practices ◽  
Full Time ◽  
Turnover Rates ◽  
Full Time Equivalent ◽  
Laboratory Staff ◽  
Staff Members ◽  
Clinical Laboratories

Context.— Knowledge of laboratory staff turnover rates are important to laboratory medical directors and hospital administrators who are responsible for ensuring adequate staffing of their clinical laboratories. The current turnover rates for laboratory employees are unknown. Objective.— To determine the 3-year average employee turnover rates for clinical laboratory staff and to survey the types of institutional human resource practices that may be associated with lower turnover rates. Design.— We collected data from participating laboratories spanning a 3-year period of 2015–2017, which included the number of full-time equivalent (FTE) staff members that their laboratories employed in several personnel and departmental categories, and the number of laboratory staff FTEs who vacated each of those categories that institutions intended to refill. We calculated the 3-year average turnover rates for all laboratory employees, for several personnel categories, and for major laboratory departmental categories, and assessed the potential associations between 3-year average all laboratory staff turnover rates with institutional human resource practices. Results.— A total of 23 (20 US and 3 international) participating institutions were included in the analysis. Among the 21 participants providing adequate turnover data, the median of the 3-year average turnover rate for all laboratory staff was 16.2%. Among personnel categories, ancillary staff had the lowest median (11.1% among 21 institutions) and phlebotomist staff had the highest median (24.9% among 20 institutions) of the 3-year average turnover rates. Among laboratory departments, microbiology had the lowest median (7.8% among 18 institutions) and anatomic pathology had the highest median (14.3% among 14 institutions) of the 3-year average turnover rates. Laboratories that developed and communicated clear career paths to their employees and that funded external laboratory continuing education activities had significantly lower 3-year average turnover rates than laboratories that did not implement these strategies. Conclusions.— Laboratory staff turnover rates among institutions varied widely. Two human resource practices were associated with lower laboratory staff turnover rates.

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