THE EMPIRICAL REVIEW ON THE WORKING ENVIRONMENT, MOTIVATION AND SOCIAL ATTRIBUTES ON CAREER PERFORMANCE IN OMAN

A strategically effective, hygienic, and healthy environment ensures bringing satisfaction among the employees while a drab, challenging, and competitive atmosphere leaves a seriously poor impact on the employees. At different times, employees are required to face a number of challenges, both operational and organizations where they are essentially expected to invest their best knowledge, skills, and experience, However, in a poorly developed atmosphere an employee basically refuses to invest his or her abilities which ultimately creates challenges for the organization. Therefore, the aim of the present study is to evaluate the effects of the working environment, motivation and social factors on career performance in Oman. The study used online empirical recourses by the name of working environment, motivation and social factors and career performance in different online database sources such as Google Scholars, Springer Link, Wiley, Science Direct, JSTOR, Emerald full text, Scopus, and EBSCO HOST, etc. The review findings summarized that maintaining a sophistically impressive working environment basically helps an organization to maintain a good image before the pool of skilled candidates in the market and helping it to acquire the best talents. Moreover, the study also concluded that the majority of the organizations across the globe are focusing on maintaining an effective working atmosphere to keep the employees more engaged to the organization than that of the other and it has a significant role in the comprehensive development of the organization. The findings of the study draw a guideline for future scope of empirical indebt study in the area of the career performance in Oman and the regions.

CONCEPTUAL MODEL OF THE CAREER PATH BETWEEN CAREER PERFORMANCE ATTRIBUTES AND EMPLOYEE PERFORMANCE IN PUBLIC SECTOR IN OMAN

The aim of the present study is to review and develop a conceptual model of the relationship between career performance attributes, career path, and employee performance of the public sector in Oman. The study used online empirical recourses by the name of career performance attributes, career path, and employee performance in different online database sources such as Google Scholars, Springer Link, Wiley, Science Direct, JSTOR, Emerald full text, Scopus, and EBSCO HOST, etc. The review study summarized that Job satisfaction is the positive emotion result from the appraisal of job experience and fulfillment of employee needs. The study also found that job satisfaction can gain high performance whereas the dissatisfied performance of employees yields low employee performance. Moreover, the study also observed that career development and life changes have become very challenging for working women and there are numerous studies targeted towards gaining a better understanding of this issue, its consequences and the significance of these challenges. Finally, the research develops a conceptual framework that is to be followed in order to analyze the various elements and aspects. The framework has been designed by considering the various variables and their intricacies in particular relation to the subject matter of the research work in Oman and the regions.

Citation analysis of Ph.D. theses with data from Scopus and Google Books

This study investigates the potential of citation analysis of Ph.D. theses to obtain valid and useful early career performance indicators at the level of university departments. For German theses from 1996 to 2018 the suitability of citation data from Scopus and Google Books is studied and found to be sufficient to obtain quantitative estimates of early career researchers’ performance at departmental level in terms of scientific recognition and use of their dissertations as reflected in citations. Scopus and Google Books citations complement each other and have little overlap. Individual theses’ citation counts are much higher for those awarded a dissertation award than others. Departmental level estimates of citation impact agree reasonably well with panel committee peer review ratings of early career researcher support.

Celebrity Couples as Business Families: A Social Network Perspective

We depict Hollywood celebrity couples as business families who participate in the project-based movie production industry, which is a temporary and disaggregated form of organization where skilled individuals are linked to one another through contractual and social relationships. Appearing in Hollywood movies generates celebrity capital, which can be converted into economic capital through involvement in endorsements and other rent-generating activities. Finding projects is facilitated by membership in high-quality social networks, and we consider celebrity marriage as a means of merging two individuals’ social networks, which can be mutually beneficial for both parties. We develop and test three hypotheses about the quality of social networks prior to and after marriage and analyze their impact upon celebrities’ postmarriage career performance. We contribute to the family business literature by exploring hybridized and adaptive forms of business family in contemporary project industries, which has the potential to enlarge family business scholars’ research horizons.

The Role of Appreciative Inquiry to Supporting Undergraduates’ Healthy Transition into the Post-Graduate World: A Case Study at the University of Malta

The purpose of this study is to explore ways to integrate student self-development into preparation for a post-graduate internship. The research problem to be investigated is the identified gap in the lack of support for student wellbeing and self-esteem alongside academic development prior to entering the professional sphere. The Faculty for the Built Environment within the University of Malta conducted this as a pilot study in collaboration with the Counselling Services Unit to support students in finding ways to improve their work/study balance. The methodology used was an appreciative inquiry through workshops and focus groups over two academic years. The main findings suggest that students requested time management and resilience techniques to strengthen their study–work–life balance and develop an improved work ethic once university life is complete. Students who felt valued throughout the study period appreciated their ideas and self-identity more than others. Results were presented to the faculty staff who suggested an action–response approach to transition management. Conclusions indicated that the strength of the approach undertaken served to manage students’ transition from academic life to career entry, conduct a gap analysis to identify issues between students and staff, and facilitate a discussion of values and ethics in preparation for post-graduation career performance.

Impact of emotional intelligence on the career performance of managers: An applied study of principals in Shendi municipality of Sudan

Objectives: To study the effect of emotional intelligence on the job performance of high school principals in the municipality of Shendi, River Nile State, Sudan. Methods: This study was conducted using Dalip Singh's model of emotional intelligence in the managerial environment. The levels of emotional intelligence of managers have been studied in terms of the three components of the model (emotional sensitivity, emotional maturity, and emotional competence) and their impact on managers' ability to lead (work teams, relationship management, and the ability to motivate workers morally), as well as their ability to manage and resolve conflict. Methods: The researcher adopted the descriptive and analytical approach that relies on collecting data on the phenomenon and its interpretation using the SPSS statistical program for data analysis (2018-2020). questionnaire was used to obtain the opinions of the study sample consisting of (20) secondary education managers, using the comprehensive survey method. Findings: The most important finding, emotional sensitivity comes in the first place in terms of influencing job performance effectiveness (leadership, relationship management, ability to motivate, as well as conflict management and resolution); Moreover, 91% of the respondents considered to have a very high level of emotional sensitivity. Improvements/ Applications: The study concluded that managers have the ability to manage the current environment, work in harmony with others and achieve interest in them: the reason for this is that they have this advantage. Value: This is one of the first studies to be conducted in this region to analyze the impact of emotional intelligence on education managers.

The Influence of Contextual Aspects in Talent Development: Interaction Between Relative Age and Birthplace Effects in NBA-Drafted Players

The aims of this study were two-fold: (1) to inspect separately for the relative age and birthplace effects for players selected in the National Basketball Association (NBA) draft; (2) to explore the interaction among these factors and analyse this interaction in players' career performance. The database was obtained from the official records of the players (n = 1,738), who were selected during the annual editions of the NBA Draft from 1990 to 2019. The participants' date of birth was analyzed according to the month of birth and divided into four quartiles. The place of birth was compared to the distribution of the general population' places of birth based on different communities' sizes. Chi-square analysis were used to determine if the relative age and birthplace of the players drafted differed in any systematic way from official census population distributions. Cluster analysis and standardized residuals were calculated to analyse the interaction among the contextual factors and the players' career performance. The data revealed that early-born players (Q1 and Q2) were over-represented. Moreover, players born in smaller cities (<100,000) were over-represented. The interaction analysis revealed that the players born in the bigger communities relate mainly with relatively younger players, and clusters that correspond to players born in smaller communities integrated the relatively older players. No differences were found in the players' career performance. Researchers, coaches and practitioners should be aware of the interaction between contextual factors to help nurture the development of sport talent regardless of age-related issues or communities' size.

Predictive Validity of Interviewer Post-interview Notes on Candidates’ Job Outcomes: Evidence Using Text Data From a Leading Chinese IT Company

Despite the popularity of the employment interview in the employee selection literature and organizational talent selection process, few have examined the comments interviewers give after each interview. This study investigated the predictability of the match between interviewer post-interview notes and radar charts from job analysis on the candidate’s later career performance using text mining techniques and data from one of the largest internet-based technology companies in China. A large sample of 7,650 interview candidates who passed the interviews and joined the company was obtained to show that the number of job-related capabilities interviewers mentioned in their notes was positively related to candidate’s job performance, the number of promotions, and negatively related to turnover. Moreover, the dimensions of the radar chart from job analysis covered in the interview moderated the predictability of interview post-interview notes. Our results indicated that a smaller number of radar chart dimensions by which interviewers assessed the candidates in the interview positively moderated candidates’ promotion for product development jobs, and negatively moderated turnover for technical jobs. The implications of these results for structured interview research in both theory and practice are discussed.

Career Performance Trajectories of Professional Australian Football Players

Purpose: To develop position-specific career performance trajectories and determine the age of peak performance of professional Australian Football players. Methods: Match performance data (Australian Football League [AFL] Player Rank) were collected for Australian Football players drafted via the AFL National Draft between 1999 and 2015 (N = 207). Players were subdivided into playing positions: forwards (n = 60; age 23 [3] y), defenders (n = 71; age 24 [4] y), midfielders (n = 58; age 24 [4] y), and ruckmen (n = 18; age 24 [3] y). Linear mixed models were fitted to the data to estimate individual career trajectories. Results: Forwards, midfielders, and defenders experienced peak match performance earlier than ruckmen (24–25 vs 27 y). Midfielders demonstrated the greatest between-subjects variability (intercept 0.580, age 0.0286) in comparison with ruckmen, who demonstrated the least variability (intercept 0.112, age 0.005) in AFL Player Rank throughout their careers. Age had the greatest influence on the career trajectory of midfielders (β [SE] = 0.226 [0.025], T = 9.10, P < .01) and the least effect on ruckmen (β [SE] = 0.114 [0.049], T = 2.30, P = .02). Conclusions: Professional Australian Football players peak in match performance between 24 and 27 years of age with age, having the greatest influence on the match performance of midfielders and the least on ruckmen.