Analisis Kompetensi Manajerial Jabatan Pelaksana di Balai Pendidikan dan Latihan Keagamaan Semarang

The merit system is defined as human resource management based on work performance, competence is a major factor in improving work performance, competence is indispensable in every job both in the private sector and in the government sector, in the government sector, work related to community service is directly carried out by an executive position Therefore, an executive position must have a minimum competency, namely managerial competence. The purpose of this study was to analyze managerial competence, inhibiting factors faced by executors who work at the Semarang Religious Education and Training Center. The research method used is descriptive quantitative with a survey approach to answer the research objectives, namely to analyze the managerial competence of the executive positions and to analyze the inhibiting factors faced by executive positions who work at the Semarang Religious Training Center. The results showed that the managerial competence of the executive positions who worked at the Semarang Religious Education and Training Center was in the medium category and the inhibiting factor was the lack of competency development in increasing knowledge. Recommendations as steps that must be taken by the Semarang Religious Education and Training Center are to increase the competency development of executive positions.

Formation of the personnel reserve: world practice and Russian reality

The article offers an overview of various approaches to the management succession pool, taking into account international and local theory and practice. In medical institutions, both Western and Russian, various methods of identifying, developing and retaining personnel are practiced for the purpose of talent developing and forming a succession pool. The authors highlight the integral experience of the Greater Volga District Medical Center of the FMBA of Russia, which practices both forming an exclusive list of employees to fill vacant executive positions, as well as applying inclusive methodology for creating the relevant environment for talent development in the framework of the socalled «horizontal career» approach.

Professional activity of former members of the united opposition in the 1930s (on the example of biographies of the Bolsheviks who signed the “Declaration of 83”

The object of this research is the collective fate of former members of the united opposition (Bolshevik-Leninist faction) in the 1930s. This topic is rarely covered by the researchers and remains poorly studied. The subject of this article is the peculiarities of professional career of the oppositionists reestablished in the ranks of the Communist Party. The group under review is the members of the All Union Communist Party (Bolsheviks), who in May 1927 signed the “Declaration of 83”. Comparative analysis of the available biographical records on the signers of the “Declaration of 83” allow determining the spheres of professional activity of the former Bolshevik-Leninists. The author enlists the spheres of their activity, indicating the number of employed capitulated factionists therein, as well as positions held by them, enterprises and institutions they worked at during this period. The conducted research demonstrates that the highest concentration of capitulated oppositionists was in the industrial sector, while professional spheres, such as science, trade, etc., are noticeably behind. At the same time, former Bolshevik-Leninists often mastered new types of activities. Most of them were appointed as chief executives, which the author explains with shortage of personnel committed to the Communist ideas who possessed organizational experience. The novelty of this research consists in the statement that the returned to the All Union Communist Party (Bolsheviks) supporters of Trotskyism and Zinovievism), despite their demotion, were actively engaged in Stalin's modernization. They were appointed with executive positions and included into the ruling elite (although holding a special “niche” therein).

Gender and the #MeToo effect in Spanish professional football organizations: an exploratory qualitative approach

Purpose The purpose of this paper is to examine the effects of the #MeToo movement in the work environment of professional football organizations in Spain. It also explores the current situation of the professional career of women working in this industry to know if the opportunities are equal for men and women to reach management or executive positions. Design/methodology/approach From a gender approach and considering gender as a social structure (Risman, 2004), the authors are going to analyse men and women’s professional careers in football organizations from a three-dimensional gender perspective (individual, interactional and institutional). The objective is twofold: to know the effect of the #MeToo movement in these organizations; and also to know the opinion of both men and women of these organizations concerning gender influence for women’s career progression. The methodology implemented in this investigation is qualitative; 24 in-depth interviews (12 men and 12 women) have been carried out with professionals from different executive positions in both football clubs and organizations. Findings The gender approach improves current knowledge about women’s roles in the football industry. The exploratory analysis of the results shows that although the #MeToo phenomenon is relatively known it has had an indirect impact in Spanish football, where its consequences have not been as visible as in other sectors. Originality/value The paper provides an exploratory approach by analysing the effects of the #MeToo movement in the football sector, an area where almost no previous research has been done. Also, it presents the main factors that influence women’s professional careers in this sector and the significance of the recent #MeToo phenomenon in the football industry.

Do Voters Judge the Performance of Female and Male Politicians Differently? Experimental Evidence from the United States and Australia

Do gender stereotypes about agency affect how voters judge the governing performance of political executives? We explore this question using two conjoint experiments: one conducted in the United States and the other in Australia. Contrary to our expectations, we find no evidence in either experiment to suggest that female political executives (i.e., governors, premiers, and mayors) receive lower levels of credit than their male counterparts for positive governing performance. We do find evidence that female executives receive less blame than male executives for poor governing performance—but only in the U.S. case. Taken together, our findings suggest that the stereotype of male agency has only a limited effect on voters’ retrospective judgments. Moreover, the results indicate that—when performance information is presented in unframed, factual terms—agentic stereotyping by voters does not, in itself, present a serious obstacle to the re-election of women in powerful executive positions.

Career adaptability, personality traits and socio-demographic characteristics as predictors of organizational commitment

The purpose of the study was to determine the extent to which career adaptability, personality traits, and socio-demographic features account for organizational commitment among the employed population. The study was conducted on an appropriate sample of 390 employees in the public (34%) and private sector (66%) in Serbia (42% male, 58% female), average age of 40. 46,2% of the respondents occupy executive positions, and 58,2% non-executive positions. Criterion variables are summative scores of organizational commitment dimensions (affective, normative and instrumental). Predictor variables are socio-demographic features (gender, organizational role, organization type, years of employment (total), years of employment (current organization), age, and education) as summative scores on the six-dimension HEXACO-based model (Honesty, Emotionality, Extraversion, Agreeableness, Conscientiousness, Openness to experience) and summative scores on career adaptability scales (concern, control, curiosity and confidence). Employing hierarchical multiple regression-based analyses, we have determined that personality traits, socio-demographic features, and career adaptability aspects account for 29% of affective commitment variance, 18% of normative commitment and 17% of instrumental commitment. In order of magnitude and importance, socio-demographic features first and personality traits second can be considered stable predictors of affective and normative commitment, whereas career adaptability makes for the least stable predictor. Personality traits are the most important factor in instrumental commitment, then socio-demographic features, whereas career adaptability is the least important factor. Affective commitment is more common among employees occupying executive positions, employees with longer employment period in the organization, and among employees in the private sector who display higher levels of extraversion, honesty and agreeableness, and levels of control. Normative commitment is on avarage higher among executives, in the private sector, among employees with shorter total employment (but longer employment in the current organization), and among older employees with higher extraversion, agreeableness and lower openness. Instrumental commitment is on average higher among employees with longer employment period in the organization and older respondents, and among those with higher emotionality and honesty, and lower extraversion. We can conclude that socio-demographic features constitute a major factor in organizational commitment, while personality traits are less significant. Career adaptability is a minor factor, and only for some aspects of organizational commitment. Based on the results obtained, we have fomulated a number of practical implications that may be of use to occupational psychologists in creating interventions to increase organizational commitment.