Pedagogical and Psychological Settings for Training of Student Lawyers in Framed Professional Communication

The purpose of the study was to identify how the training of student lawyers in message framing influences their professional written and verbal communication proficiency. The study used qualitative research methods such as observations and focus groups to yield the data for the analysis. The focus group was used to obtain feedback from the sampled students concerning the training in framing messages. The study found that a specifically structured instructional model that relied on a ‘bolt-on’ module in message framing delivered throughout the entire elective course in Legal Rhetoric positively influenced students’ professional written and verbal communication proficiency. The data drawn from observations showed that students' abilities to use functional language and language rules increased throughout the training. When rating the activities for training in framing messages that are useful for lawyers, the observers mentioned five framing message activities seen as the most effective. Those were as follows: gain and loss, storytelling, WASP, call-to-action, ethos, and pathos. Gain and loss, ethos and pathos, and storytelling were rated by the observers higher than WASP and call-to-action. These were considered by the observers to be the most appropriate for the lawyer job context. Data relating to students’ general impressions of training in framing messages showed that they found this training interesting and engaging, practically useful for their jobs. Received: 14 April 2021 / Accepted: 5 July 2021 / Published: 5 September 2021

Analysis, design, and creation of a learning program in Big Data at the higher education level: Case study Instituto Tecnológico Superior de Rioverde, SLP

In this paper results of a quantitative and qualitative study are shown to identify interest and acceptance level of Big Data in university students. The creation of a learning program is proposed that will allow students to obtain the necessary knowledge to form a solid foundation regarding Big Data, as well as the necessary tools to start working with this technology. A survey has been carried out of students who study the Educational Programs of Computer Engineering and Engineering in Computer Systems at ITSRV, the results show that 41% of the respondent’s report having zero knowledge of Big Data, 51.28% mention that it is important to learn about the subject by development professional and the most suitable way, according to the answers, is through a workshop or a certification. Of the eight most used Big Data tools, Hadoop and Spark were the ones identified by the respondents, due to this, and the literature reviewed, it is important that spaces and Big Data learning programs are generated in higher level institutions that allow Students obtain the necessary basic knowledge and identify applications of Big Data in the professional and job context.

Spotting the “Ideal” Personality Response

Forced choice (FC) personality questionnaires attempt to constrain job applicants from presenting idealized responses (or “faking”). FC questionnaires are designed by identifying items equally desirable in applicants, matching these into “blocks,” and instructing respondents to rank the items “most like” themselves. Nonetheless, how closely items should be matched remains unclear, and desirability seems dependent on the job. We investigated how strongly respondents ( N = 436) agreed regarding the “ideal” applicant response, while varying (a) how closely items were matched into blocks and (b) the job context. While the most closely matched blocks elicited slight agreement on an ideal response, agreement increased noticeably with poorer matching. Nonetheless, differences in item desirability between different job conditions were evident even in closely matched blocks.

308 - Personal protective factors in personal growth for nursing homes staff

IntroductionMost studies about nursing homes staff are based on deficit models and focused on risks factors, however, when appealing to protective factors or individual strengths the publications are scarce. People differ in individual characteristics, abilities or skills which may be protective when managing adversities. Engaging and resolving positively stressors and other adversities gives people a sense of achievement, satisfaction, and helps to their personal growth, being this expressed through a major tolerance, compassion, forgiveness, and hope.ObjectiveThe aim of this study was to assess whether variables associated to the professionals (resilience, purpose in life, job content, job satisfaction and burnout) had a significant role in the personal growth of nursing homes staff in different job context situations (person-directed care and person-centred care).Method:187 professionals working in nursing homes participated in this study.Results:The results showed that personal growth was explained by purpose in life, person-centred care, burnout self-realization, personhood, management and resilience, predicting 66% of variance (F= 23,22; p≤.01).Conclusion:Individual variables of the staff predict personal growth, especially in person centred care. Personal growth has positive consequences on the caregiver but also on the care receiver. These results are consistent with the Person-Centered Care model that stresses the need of considering the humanistic aspects not only of the care-receiver but also of the caregiver.This work was funded by the Spanish Ministry of Economy and Competitiveness (grant number PSI2016-79803-R).

“That is Not What I Live For”: How Lower-Level Green Employees Cope with Identity Tensions at Work

Research on green identity work has so far concentrated on sustainability managers and/or top-management actors. How lower-level green employees cope with identity tensions at work is, as yet, under-researched. The paper uses an identity work perspective and a qualitative empirical study to identify four strategies that lower-level employees use in negotiating and enacting their green identities at work. Contrary to expectations, lower-level green employees engage substantially in job crafting as a form of identity work despite their limited discretion. In addition, the study demonstrates that lower-level green employees make use of identity work strategies that uphold rather than diminish perceived misalignment between their green identities and their job context.

Social Network Services Management and Risk of Doocing. Comment on Kim, S.; Park, H.; Choi, M.J. “Negative Impact of Social Network Services Based on Stressor-Stress-Outcome: The Role of Experience of Privacy Violations, Future Int. 2019, 11, 137”

In light of the recent work by Kim and colleagues about Social Network Service (SNS), examining the individual and SNS characteristics as predictors of SNS fatigue, we hypothesize to enlarge their model to the job context. SNS is a relevant issue in occupational life as employers use it to have a deeper knowledge of their employees and as a tool of corporate communication. Employees can use SNS as a social platform and as a way to express discontent. In this latter case, the organization can implement a disciplinary procedure toward employees, known as doocing. The perception of privacy violation is strictly related to the fear and awareness of doocing, which in turn can predict SNS fatigue as well. So, it could be worthwhile to extend Kim and colleagues’ model to the workplace with particular attention to the doocing phenomenon.

Is it disqualifying? Practitioner responses to criminal offenses in hiring decisions

Purpose The purpose of this paper is to explore variation in the responses of human resource practitioners and managers to criminal offenses. Design/methodology/approach This paper considers background checks as a personnel selection test. In the first study, 280 professionals with hiring experience indicate how various criminal offenses, described as having occurred either within the past year or several years ago, would affect their evaluation of an applicant for a call center position. In the second study, a separate sample of 109 practitioners evaluates criminal as well as non-criminal transgressions that might appear on a background report. Findings In Study 1, both the apparent seriousness of an offense and its recency influence modal responses. Even non-violent misdemeanors from several years ago, however, are judged as automatically disqualifying by some participants. Study 2 shows that a practitioner’s attitude toward criminal offenses is distinct from their attitude to related forms of stigma. Results from both studies find associations between demographic variables and general willingness to accept applicants with criminal records. Originality/value This work provides quantitative data on practitioner reactions to several specific criminal offenses for a specific job context. By considering differences among offenses and among gatekeepers, rather than among applicants, it identifies challenges to fair implementation of background checks during the hiring process.