Computer Science Trends and Trade-offs in California High Schools

Purpose: We aim to better understand the curricular, staffing, and achievement trade-offs entailed by expansions of high-school computer science (CS) for students, schools, and school leaders. Methods: We use descriptive, correlational, and quasi-experimental methods to analyze statewide longitudinal course-, school-, and staff-level data from California, where CS course taking has expanded rapidly. Findings: We find that these rapid CS course expansions have not come at the expense of CS teachers’ observable qualifications (namely certification, education, or experience). Within-school course taking patterns over time suggest that CS enrollment growth has come at the expense of social studies, English/language arts (ELA), and arts courses, as well as from other miscellaneous electives. However, we find no evidence that increased enrollment of students in CS courses at a school has a significant effect on students’ math or ELA test scores. Implications: Flexible authorization requirements for CS teachers appear to have allowed school leaders to staff new CS courses with teachers whose observable qualifications are strong, though we do not observe teachers’ CS teaching skill. Increasing CS participation is unlikely to noticeably improve school-level student test scores, but administrators also do not need to be overly concerned that test scores will suffer. However, school leaders and policymakers should think carefully about what courses new CS courses will replace and whether such replacements are worthwhile.

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

Ten Common Misses in PBIS Implementation

The success of positive behavioral interventions and supports (PBIS) frameworks relies upon educators supporting and implementing PBIS plans. However, common staff-level perceptions exist that may interfere with successful implementation, which we refer to as misses. In this article, three types of misses representing common sets of staff concerns for PBIS implementation are discussed: misunderstandings, misapplications, and misalignments of educator philosophies. We discuss common misses, unpack them from the perspective of implementers, and provide suggestions for supporting staff. Common misses in PBIS can be prevented and successfully addressed when they occur through staff engagement, professional development, and implementation support.

The Influence of Communication and Competence on the Commitment Which Has Impacts on the Organizational Citizenship Behavior

The aim of this research is to analyze and study the influence of communication and competence on commitment which has impacts on organizational citizenship behavior (OCB). The population and sample of this research are the employees in the staff level of garment companies numbering 100 in the Nusantara Bonded Area. Data gathering uses questionnaires, interviews, observation, and documentation. Path analysis is used in processing SPSS software. This study indicate that (1) communication has a significant effect on commitment, while competence is not shown to be significant; (2) OCB can be explained by communication and competence, while commitment is not proven to significantly affect OCB.

Barriers to implementing motivational interviewing in addiction treatment: A nominal group technique process evaluation

Background: The successful implementation of evidence-based practices (EBPs) in real-world settings requires an adaptive approach and ongoing process evaluation and tailoring. Although conducting a needs assessment during the preparation phase of implementation is beneficial, it is challenging to predict all barriers to EBP implementation that may arise over the course of implementation and sustainment. This article describes a process evaluation that identified emergent and persistent barriers that impacted the implementation of an EBP across multiple behavioral health organizations and clinics. Methods: This study was conducted during the first cohort of a cluster randomized controlled trial testing the effectiveness of the Leadership and Organizational Change for Implementation (LOCI) strategy to implement motivational interviewing (MI) in substance use disorder treatment agencies and clinics. We used a modified nominal group technique (NGT) in which clinic leaders identified barriers faced during the implementation process. Barriers were categorized, then ranked and rated according to leaders’ perceptions of each barrier’s influence on implementation. The barriers were then contextualized through individual qualitative interviews. Results: Fifteen barriers were identified, grouped into staff-level barriers, management-level barriers, and implementation program barriers. Time and resistance to MI were rated as the most influential staff-level barriers. Among management-level barriers, time was also rated highest, followed by turnover and external contractual constraints. The most influential implementation barrier was client apprehension of recording for fidelity assessment and feedback. Individual interviews supported these findings and provided suggested adaptations for future implementation efforts. Conclusion: EBP implementation is an ongoing process whereby implementation strategies must be proactively and strategically tailored to address emergent barriers. This research described a process evaluation that was used to identify 15 emergent and/or persistent barriers related to staff, management, and the implementation program. Using implementation strategies that can be tailored and/or adapted to such emergent barriers is critical to implementation effectiveness. Plain Language Summary Unforeseen barriers often arise during the course of implementation. Conducting evaluations during implementation allows for tailoring the implementation strategy. As part of a larger study using the Leadership and Organizational Change for Implementation (LOCI) strategy to implement motivational interviewing (MI), we collected data from the first cohort of LOCI clinic leaders to identify barriers to MI implementation that persisted despite advanced planning and to understand unanticipated barriers that arose during implementation. Leaders identified 15 barriers faced during the implementation process that fell into three categories: staff-level barriers, management-level barriers, and implementation program barriers. The leaders ranked time as the most influential barrier at both the staff and management levels. Staff apprehension, resistance to MI implementation, and staff turnover were also of significant concern to leaders. Future implementation efforts may benefit from conducting a similar process evaluation during the implementation phase.

Analisis diskriminan faktor kecemasan karyawan menghadapi dampak Pandemi Covid-19: Kasus perusahaan manufacturing dan jasa survey

At the beginning of 2020 the world was shocked by the corona virus pandemic (Covid-19) which infected almost all countries in the world. In Indonesia this has an impact on the manufacturing industry sector and survey services. Through this phenomenon, researchers want to look at human psychological factors, how anxious they are about the impact of covid-19, which can lead to potential infection, reduced personal income, companies going bankrupt, massive layoffs, reduced need for staples, and communication between employees which is obstructed. The study design used a cross sectional approach by distributing questionnaires to 220 employees, from the manager, supervisor and staff level using the Discriminant analysis method so that the discriminant function to determine the level of anxiety evaluation was D = -0.003 + 0.634x1 + 0.696x3 - 0.520x4 + 0.168 x5 - 0.864x7.

Effect Of Compensation On Employee Performance Through Spirit of Work As a Variabel Of Mediation. Case Study in Employees Of Islamic Education Institution.

This study explains about compensation and its effect on employee performance, where the spirit of work is used as a mediation variable. The method used in this study is a case study on the employee of educational institutions in Purwokerto. Questionnaires were administered to 74 employees from the management level to the staff level as respondents. Data analysis techniques used are the analysis of PLS (Partial Least Square) using Smart PLS 3.0. The results showed that Compensation has a significant positive effect on Spirit of work, Spirit of work has a significant positive effect on Employee Performance, Compensation has not a significant effect on Employee Performance and Compensation has a significant effect on Employee Performance through Spirit of work.

Analisis dan Identifikasi Hygiene Factors dan Pengaruhnya terhadap Kepuasan Kerja pada Mitra Kerja PT. PLN UIP Nusa Tenggara

This study aims to identify hygiene factors and analyze their effects on job satisfaction. The data collection method in this study is a survey method, using a questionnaire as a data collection tool. The population in this study were all employees at the staff level and executors/non-staff of PT. PLN UIP Nusra consists of PT. PP Wartsila, PT. Hydro Techno Utama, and PT. Purnama Indonesia. Employees at the staff and executive/non-staff level are 75 people. At the same time, the determination of the sample is done by using accidental sampling method with a total sample of 50 people. The research variables consist of independent variables in the form of dimensions of hygiene factors and the dependent variable in the form of job satisfaction. Data analysis procedures in this study were divided into three stages, namely: 1) Conducting an importance-performance; 2) analysis (IPA) on the dimensions of hygiene factorsConducting analysis Crosstabs (cross table); 3) Conducting multiple regression analyzes. The results of data analysis showed that overall the quality performance of the dimension hygiene factors was in a proper category. Then, an analysis of the level of employee job satisfaction shows that the employees of PT. PLN UIP Nusra shows job satisfaction. Meanwhile, the results of multiple linear regression analysis showed that the variable hygiene factors and motivating factors had a positive and significant effect on the level of employee job satisfaction at PT. PLN UIP Nusra

Pengaruh Keterlekatan Karyawan dan Budaya Organisasi Terhadap Kinerja Karyawan: Studi Kasus Pada Start-Up Company

This study aims to determine the effect of employee engagement and organizational culture on the employee's performance. The data collection method uses the saturating sample that is by giving questionnaires to all employees. The number of respondents who filled out the questionnaire total of 30 people from all work units of the company, who are consisting of staff level to managerial level. The location of this research in PT Top karir Indonesia, Jakarta. The hypothesis testing is using Partial Least Squares (PLS). The results showed that organizational culture had a positive but insignificant effect on employee engagement, in contrast, employee engagement and organization culture has a positive influence on employee performance. The results of this study have implications for new companies or companies that are in the development stage in improving employee performance more effectively through employee engagement and organizational culture.