Model Research on In-Service Learning of Intellectualization of Aerospace Knowledge

With the development of vocational education, it is necessary to construct the pattern of lifelong learning. To push delivery learning resources and provide a learning environment, it is necessary to innovate in-service learning mode. According to the characteristics of the aerospace position, the capacity model was studied and proposed. Based on the ability model, the intelligent in-service learning model is studied and proposed to improve the precision service quality. From the angle of principle and learning process, this paper discusses the intelligent in-service learning mode of including the learning model based on knowledge map and the learning model based on seminar hall. The framework of the job knowledge map is constructed according to the post ability model which is based on professional knowledge, professional skills, and professional quality. The intelligent on-the-job learning model includes four elements: (i) learning platform, (ii) learning resources, (iii) learning methods, and (iv) learning evaluation. The learning portrait can record and visualize the information of learning, including content, activities, and effects.

The Power of Listening at Work

Listening is associated with and a likely cause of desired organizational outcomes in numerous areas, including job performance, leadership, quality of relationships (e.g., trust), job knowledge, job attitudes, and well-being. To advance understanding of the powerful effects of listening on organizational outcomes, we review the construct of listening, its measurement and experimental manipulations, and its outcomes, antecedents, and moderators. We suggest that listening is a dyadic phenomenon that benefits both the listener and the speaker, including supervisor-subordinate and salesperson-customer dyads. To explain previous findings and generate novel and testable hypotheses, we propose the episodic listening theory: listening can lead to a fleeting state of togetherness, in which dyad members undergo a mutual creative thought process. This process yields clarity, facilitates the generation of novel plans, increases well-being, and strengthens attachment to the conversation partner. Expected final online publication date for the Annual Review of Organizational Psychology and Organizational Behavior, Volume 9 is January 2022. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.

Developing a Strategy to Prevent the Effect of Unsafe Acts (Human Errors) on the Incidence of Sports Injuries

Introduction: As with other occupations, mistakes and unsafe behaviors are among the major causes of accidents in sports. Given the harmful consequences of sport accidents, it is essential to identify ways to control and reduce these unsafe practices. Therefore, the purpose of this study was to develop a strategy to prevent the effects of unsafe practices on the occurrence of sports accidents in sports environments. Methodology: The research was fundamental in terms of purpose and qualitative data were collected using grounded theory using a Glaser approach. The study was conducted among 20 experts in the fields of safety, occupational medicine, psychology, sports injuries, and sports management in 2020. The participants were selected to attend in-depth unstructured interviews purposefully based on the snowball method. Data were analyzed simultaneously using a set of open, selective, and theoretical coding. Results: The results indicated that the four factors of individual, organization, job knowledge, and the relationship between individual and organization were the main causes of human error in the occurrence of sports accidents. The individual and organizational variables (as process variables) and job knowledge as well as the relationship between the individual and the organizational factors as developmental and auxiliary variables played teh major role in this field. Conclusion: According to the causes of sport accidents, improving the personal attitude and performance, improving the organizational structure, continuous learning and training of job knowledge, as well as improving and strengthening the positive relationship between the individual and the organization can reduce the risk and promote safety. However, lack of paying attention to these factors disrupts immunity.

Propensity to use global solutions of creative and aggressive accounting - in the light of accountants’ opinions

Research background: The processes of globalization contributed to the unification of accounting principles through their standardization and harmonization. However, there is rapid and frequent permeation of innovative and complex transactions and as a result, the area and scale of implementation of creative and aggressive accounting practices are increasing. There is also a new issue of forensic audit, whose task is to prevent economic crime by mainly detecting financial crime and fraud. A research field that requires deepening is the analysis of the perception, understanding, and propensity of accountants to adopt creative and aggressive accounting solutions and their attitude toward forensic audit. Purpose of the article: The main purpose is to analyze the degree of knowledge and adoption of internationally known creative and aggressive accounting solutions and to investigate the propensity of people involved in accounting to commit fraud. Methods: The article employed survey methods and techniques (within an accounting students’ group and among accounting professionals) as well as literature analysis, synthesis, and inference. Findings & Value added: The results indicate that the degree of knowledge of creative accounting is the highest among the issues considered. The most important factors influencing the propensity to commit fraud are pressures caused by third parties (in particular superiors), financial benefits, and the fear of losing a job. Knowledge of the issues of forensic audit is low. It is necessary to conduct promotional activities to increase awareness of the issues studied and to shape appropriate ethical attitudes among accounting professionals.

Introducing a Long-term Course in the Disaster and Safety Field

Currently, in the disaster response process, problems such as limited government responsiveness and the lack of expertise and specialized human resources are emerging. There is an urgent need to introduce an educational course to strengthen systematic specialized education in order to cultivate the necessary job knowledge and on-site responsiveness. Therefore, this paper presents a proposal for introducing a long-term course in the field of disaster safety. The paper analyzes the current state of disaster safety management systems and specialized education and introduces long-term courses in the field of disaster safety through analysis of the government's response to the occurrence of existing large-scale disasters and analysis of questionnaires. The necessity was confirmed in the study, and an improvement plan of the current law and system for establishing the long-term course is proposed. The results showed that there is a need for education to cultivate the expertise of disaster safety management civil servants and the ability to solve problems in the field. Based on the analysis of questionnaires, the basis for promoting the introduction of long-term courses was set up, and it was possible to separately present institutional improvement plans such as securing capacity. The study may contribute to the realization of a safer society through the training of Korean-style emergency managers to develop both disaster safety management ability and the ability to solve problems.

The Impact of Reward and Knowledge Sharing Practices on Employee Performance: A Comparative Analysis between Awash and Dashen Bank S.C.

Employee performance is measured by the quality of work, productivity, ability to work independently with little or no direction or follow-up to complete tasks, job knowledge, employees’ interpersonal relationships and so on. Reward systems have long been used as a strategy to motivate employees and increase their performance. Several studies have also suggested that knowledge sharing increases learning which improves employees’ job performance. Yet, in Ethiopia, several organizations haven’t done a comprehensive study on which type of reward system or knowledge sharing practice best fit them. The purpose of this study is to examine the reward system and knowledge sharing practices of two banks, Awash and Dashen, in Adama Ethiopia, and analyze the differences in their employee performance. To achieve this objective this study uses instruments based on intrinsic and extrinsic reward system and tacit and explicit knowledge sharing and their impact on employee performance. The target population are employees of Awash and Dashen bank in Adama, Ethiopia. An empirical study using qualitative data and survey method is employed to conduct this study. A convenient sample is collected from 120 employees in each bank. The theoretical and practical implications of the study are also discussed.

Pharmacists ascribing value of technician certification using an organizational behavior framework

Purpose To gather rich details about the value of technician certification from diverse groups of pharmacists of various practice settings and levels of experience. Methods Focus groups of pharmacists were conducted using a semistructured interview guide in 4 states (California, Idaho, Tennessee, and Washington) varying in pharmacy technician scope of practice, regulation, and education and/or training environment. Participant pharmacists came from health-system, clinic, and community pharmacy environments. The focus groups took the unique approach of an organizational behavior perspective to contextualize technician readiness for practice change and employer fit. The sessions were audio-recorded and transcribed verbatim. Rapid-based qualitative analysis was used to code the data, with summary templates completed by 2 of the researchers for each of the 4 sessions. Results There were a total of 33 focus group participants, including 13 male and 20 female pharmacists ranging in age from 27 to 68 years. The 4 major themes yielded by the data were (1) impact of certification, (2) context of certification, (3) organizational culture considerations, and (4) future credentialing. Certification was deemed to have a greater impact on technician maturation, professional socialization, and career commitment than on actual job skills, even while job knowledge was also deemed to be enhanced. In fact, the certification process was also deemed beneficial in that it meshes with on-the-job training. Participants indicated preferences for technician certification examinations to incorporate more content in “soft skills” and also for development of more specialty and/or differentiated certification products. Conclusion Pharmacists from 4 states saw value in certification but agreed that certification is but one component of readying technicians for future practice. Suggestions for furthering the value of certification were shared.

AHP-Driven Knowledge Leakage Risk Assessment Model

Intellectual Capital (IC) is becoming more widely understood by the academic and business communities, especially its important role in value creation of an organization. However, few people are aware that IC, if not managed properly, may also pose threats, sometime serious, to an organization. Knowledge leakage from an organization, for example, may come about when an experienced employee leaves for another job. Knowledge leakage is pervasive throughout an organization but is seldom noticed until the consequence is felt. This intellectual capital risk has to be systematically and effectively identified, assessed and controlled in the whole value chain of an organization. An AHP (Analytic Hierarchy Process) based multi-dimensional decision making and assessment model is developed to determine knowledge leakage risk in an organization.