Journal Description
Merits
Merits
is an international, peer-reviewed, open access journal on virtues, talents and human resources published quarterly online by MDPI.
- Open Access— free for readers, with article processing charges (APC) paid by authors or their institutions.
- Rapid Publication: manuscripts are peer-reviewed and a first decision is provided to authors approximately 38.1 days after submission; acceptance to publication is undertaken in 4.8 days (median values for papers published in this journal in the first half of 2024).
- Recognition of Reviewers: APC discount vouchers, optional signed peer review, and reviewer names published annually in the journal.
- Merits is a companion journal of Sustainability.
Latest Articles
The Transformation of Work—Conducting and Aggregating Research on Human Resources in SMEs Facing Transformation Pressure
Merits 2024, 4(4), 312-324; https://doi.org/10.3390/merits4040024 (registering DOI) - 11 Oct 2024
Abstract
Rarely do so many areas of society change as quickly as now. This study analyses the disruptive transformation of HR/qualification in small and medium-sized enterprises (SMEs) in the leading sectors of mechanical and plant engineering and the automotive industry in Lower Franconia, Bavaria.
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Rarely do so many areas of society change as quickly as now. This study analyses the disruptive transformation of HR/qualification in small and medium-sized enterprises (SMEs) in the leading sectors of mechanical and plant engineering and the automotive industry in Lower Franconia, Bavaria. More precisely, this study is about the Mainfranken region. Administratively, it comprises the two independent cities of Würzburg and Schweinfurt as well as seven administrative districts. This paper researches the long-term transformation of the world of work in terms of skill shortages, procurement strategies and employee performance. This study is based on quantitative and qualitative findings from the funding project transform.RMF in the form of an overarching literature review, a commissioned online survey, stakeholder workshops to identify regional trends and self-conducted expert interviews. Unsurprisingly, the shortage of skilled labour is a serious problem for regional SMEs. Managing directors are aware of the need to act in the acquisition and retention of recruited specialists. This includes in-house benefits, New Work models and competitive acquisition strategies. We must overcome the biggest obstacle to transformation—a lack of qualified personnel—together, structurally. Based on our insights, we create recommendations for action and connecting the potential in the network. In the future, the aim will be to intensify cooperation between society, business, science and politics at the regional level—transform.RMF’s mission in the interests of its members.
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(This article belongs to the Special Issue People—the Next Sustainability Frontier)
Open AccessEditorial
Editorial from the New Editor-in-Chief of Merits
by
Gabriela Topa
Merits 2024, 4(3), 310-311; https://doi.org/10.3390/merits4030023 - 20 Sep 2024
Abstract
As the new Editor-in-Chief of Merits, I am truly excited to help steer the journal in a new direction [...]
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Open AccessArticle
(Re)Considering Online Organizations: Communicating and Organizing via New Technology for High Reliability
by
William T. Howe and Onyinyechi Beatrice Nwoko
Merits 2024, 4(3), 295-309; https://doi.org/10.3390/merits4030022 - 10 Sep 2024
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Tom MacDonald’s success in the music industry can provide valuable insights for leaders and founders, particularly in the context of high-reliability organization (HRO) theory—MacDonald’s approach to music challenges conventional wisdom and societal norms, promoting open communication and adaptability. HROs should prioritize open channels,
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Tom MacDonald’s success in the music industry can provide valuable insights for leaders and founders, particularly in the context of high-reliability organization (HRO) theory—MacDonald’s approach to music challenges conventional wisdom and societal norms, promoting open communication and adaptability. HROs should prioritize open channels, invest in training, and support continuous learning. Clear communication is crucial for employees to understand the organization’s roles, responsibilities, and goals, facilitating collaboration and problem-solving. It also helps manage change and prevents crises. Investing in communication skills and practices is essential for driving organizational success and resilience in today’s fast-paced business environment.
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Open AccessArticle
Administration and K-12 Teachers Promoting Stress Adaptation and Thriving: Lessons Learned from the COVID Pandemic
by
Wendy Rowe and Jennifer Walinga
Merits 2024, 4(3), 278-294; https://doi.org/10.3390/merits4030021 - 3 Sep 2024
Abstract
Lessons learned from the effects of the COVID-19 pandemic on the well-being of teachers reveal how school administrators can promote teacher stress adaptation and thriving, even in highly disruptive work environments. In a mixed-methods study within a single school district in Canada, consisting
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Lessons learned from the effects of the COVID-19 pandemic on the well-being of teachers reveal how school administrators can promote teacher stress adaptation and thriving, even in highly disruptive work environments. In a mixed-methods study within a single school district in Canada, consisting of a survey of 65 K-12 teachers and interviews with 10 administrators and teachers, the results showed the degree to which teachers were coping, had job satisfaction, and demonstrated thriving. Interviews yielded information on the limitations of the education system response and how school district administration could provide additional key resources that would strengthen individual stress coping and resiliency, create a culture of safety and community, and lay the foundations for teacher thriving, even in challenging and disruptive conditions
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(This article belongs to the Special Issue School Management and Effectiveness)
Open AccessCorrection
Correction: Clarkson et al. Evaluating Strategies to Increase the Number of Women Working in the UK Surveying Profession. Merits 2023, 3, 263–296
by
Sinéad Clarkson, Lucy Hind and Sambo Lyson Zulu
Merits 2024, 4(3), 277; https://doi.org/10.3390/merits4030020 - 23 Aug 2024
Abstract
In the original publication [...]
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Open AccessArticle
Challenging Assumptions: Gender, Peer Evaluations, and the Broken Rung in Leadership Trajectories
by
Saskia L. Shirley and Jennifer Feitosa
Merits 2024, 4(3), 263-276; https://doi.org/10.3390/merits4030019 - 8 Aug 2024
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The concept of the ‘glass ceiling’ represents the significant barriers that women face in climbing the corporate hierarchy, but recently, the focus has shifted to the ‘broken bottom rung’, where women are bypassed for initial leadership roles. This paper investigates the impact of
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The concept of the ‘glass ceiling’ represents the significant barriers that women face in climbing the corporate hierarchy, but recently, the focus has shifted to the ‘broken bottom rung’, where women are bypassed for initial leadership roles. This paper investigates the impact of gender on performance evaluations, particularly female-to-female peer ratings, which are critical to career progression. Our study tested three hypotheses about the disparity in female allyship within professional contexts. Participants (N = 160) from psychology classes in 2018–2019 evaluated their peers in project teams using five ITPMetrics measures. Contrary to previous research suggesting that women receive more critical evaluations than men, this study found no evidence supporting such bias. However, it revealed that women scored higher in process-based skills rather than outcome-based skills, aligning with role congruity theory and the notion of gendered skills. These findings highlight the need for further research into female peer evaluations and their impact on career advancement. This study challenges assumptions about women’s roles in the workplace and advocates for organizations reconsidering the emphasis placed on performance appraisals, proposing alternative assessment methods to foster more equitable and inclusive professional environments.
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Open AccessArticle
Occupational Safety from an Individual Perspective: The Influence of Extraversion on Compliance with Safety Standards for Emergency Employees and Nurses
by
Jazael Albalá-Genol, Pedro A. Díaz-Fúnez, Francisco G. Martín-Martín and Miguel A. Mañas-Rodríguez
Merits 2024, 4(3), 251-262; https://doi.org/10.3390/merits4030018 - 1 Aug 2024
Abstract
When analyzing occupational safety factors, a human factor is associated with 80–90% of incidents and accidents that occur. Controlling this factor is essential when it comes to creating healthy and safe organizations. Personality traits have shown great relevance when understanding the behavior of
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When analyzing occupational safety factors, a human factor is associated with 80–90% of incidents and accidents that occur. Controlling this factor is essential when it comes to creating healthy and safe organizations. Personality traits have shown great relevance when understanding the behavior of safety or self-protection in the workplace, affecting the motivation of subjects and, therefore, their behavior. The objective of this study is to analyze the influence of the extraversion trait on compliance with safety rules and behaviors, while evaluating the mediating effect of motivation for safety in health professionals. The sample is composed of 183 nurses and wardens of a hospital in Spain. The obtained results confirm the hypotheses raised, validating the negative influences of extraversion on motivation for security and compliance with norms, behaviors, and security, while verifying the effect of the total mediation of motivation for security in the influence of extraversion on security compliance. This confirms the effect of this personality trait on employees’ safety behaviors, and the possibility of reducing this influence by controlling personal motivations with interventions from the organization.
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(This article belongs to the Special Issue Current Research on Occupational Safety and Health)
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Open AccessArticle
Assessing the Relationship between Physical Activity and Depression in Lawyers and Law Professionals: A Cross-Sectional Study
by
Chapman Cox, Matthew S. Thiese and Joseph A. Allen
Merits 2024, 4(3), 238-250; https://doi.org/10.3390/merits4030017 - 17 Jul 2024
Abstract
Background: Law professionals are understudied, and little is known about their mental health. This cross-sectional study aimed to assess the relationship between the amount of physical activity and depressive symptoms. Methods: A sample of 681 law professionals completed a survey that assessed mental
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Background: Law professionals are understudied, and little is known about their mental health. This cross-sectional study aimed to assess the relationship between the amount of physical activity and depressive symptoms. Methods: A sample of 681 law professionals completed a survey that assessed mental health conditions and activities to promote well-being. Crude and adjusted odds ratios (ORs) and 95% confidence interval (95% CI) were calculated for the relationship between the number of days of an hour or more of physical activity and two levels of depression from the patient health questionnaire-9 (PHQ-9). Results: Law professionals were found to have significantly more depressive symptoms, mild or worse and moderate or worse, when reporting 0 days of physical activity when compared to 7 days, with OR of 6.07 (95% CI 2.55–14.48) and 8.64 (95% CI 1.97–37.82) and adjusted ORs of 3.91 (95% CI 1.58–9.68) and 6.32 (95% CI 1.4–28.33), respectively. A dose response was also noted. Conclusions: There was a statistically significant relationship found between amounts of physical activity and depressive symptoms in law professionals. We recommend future research be conducted to better understand this relationship.
Full article
(This article belongs to the Special Issue Current Research on Occupational Safety and Health)
Open AccessArticle
Forging Innovative Leadership: The Power of Agility, Diversity, and Risk-Taking Configurations
by
Fernanda Bethlem Tigre
Merits 2024, 4(3), 224-237; https://doi.org/10.3390/merits4030016 - 9 Jul 2024
Abstract
Innovation is crucial for achieving and maintaining a competitive edge, especially evident in the digital business landscape, where the fourth and fifth industrial revolutions are occurring concurrently. Leadership behavior significantly influences the direction of organizations toward innovation. This study investigated whether a propensity
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Innovation is crucial for achieving and maintaining a competitive edge, especially evident in the digital business landscape, where the fourth and fifth industrial revolutions are occurring concurrently. Leadership behavior significantly influences the direction of organizations toward innovation. This study investigated whether a propensity for risk taking, along with a commitment to diversity and agility, promotes or impedes leaders’ innovative behavior. Fuzzy-set qualitative comparative analysis was employed to assess the data gathered from an online survey of 119 global leaders. The results exposed four distinct routes to fostering innovative behavior and three paths leading to noninnovative behavior that should be evaded. All conditions play a vital role in triggering innovative behavior. Conversely, the lack of these conditions can result in noninnovative leadership. This study’s novelty rests on the empirical evidence it provides about the paths guiding leaders toward innovative behavior and avoiding the danger of noninnovative leadership. These findings can assist managers and HR departments in pursuing certain paths for hiring and training managers to boost innovative behavior and preclude paths leading to noninnovative conduct.
Full article
(This article belongs to the Special Issue Implications of the “Digital Era” for HRM: A New Paradigm, or Perhaps Not)
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Open AccessArticle
Assessing the Mediating Effect of Team-Member Exchange on the Relationship between Transformational Leadership and Performance of People with Disabilities: A Study of Hong Kong Employers of People with Disabilities
by
Anthony Tak Kin Wong
Merits 2024, 4(3), 211-223; https://doi.org/10.3390/merits4030015 - 28 Jun 2024
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Purpose—This study aims to examine the links between transformational leadership, team-member exchange and job performance of people with disabilities in Hong Kong. Design/methodology/approach—Data were collected from a sample of 108 direct supervisors of people with disabilities via an online survey with validated scales.
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Purpose—This study aims to examine the links between transformational leadership, team-member exchange and job performance of people with disabilities in Hong Kong. Design/methodology/approach—Data were collected from a sample of 108 direct supervisors of people with disabilities via an online survey with validated scales. The structural equation modelling approach via SmartPLS (Version 3.0) was used to investigate the linear relations and the mediated effect amongst the variables. Findings—Transformational leadership was positively related to team-member exchange (p = 0.013), but its link with job performance was insignificant (p ≥ 0.05). Team-member exchange was positively related to job performance (p = 0.000). Hence, team-member exchange fully mediated the relationship between leaders’ transformational leadership and the job performance of people with disabilities. Originality/value—Transformational leadership is favorable for the job performance of people with disabilities, but its influence is indirect. High level of team-member exchange quality is necessary, as team-member exchange fully mediates the relationship between transformational leadership and the job performance of people with disabilities. Managers should demonstrate transformational leadership to all employees and not only pay attention to people with disabilities. This insight helps drive workplace disability inclusion.
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Open AccessArticle
Leadership Energy Theory for Sustaining Leadership Competence and Effectiveness
by
Oluseye Olugboyega, Obuks Ejohwomu, Emmanuel Dele Omopariola and Alohan Omoregie
Merits 2024, 4(2), 191-210; https://doi.org/10.3390/merits4020014 - 7 Jun 2024
Abstract
Leaders who lack leadership energy may struggle to demonstrate sustained competence and achieve effectiveness in difficult leadership situations. This research investigates the sources of leadership energy and examines the impact of leadership energy on the development and sustainability of leadership effectiveness and competence.
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Leaders who lack leadership energy may struggle to demonstrate sustained competence and achieve effectiveness in difficult leadership situations. This research investigates the sources of leadership energy and examines the impact of leadership energy on the development and sustainability of leadership effectiveness and competence. This study employed a hypothetico-deductive research design, wherein the formulated hypotheses were tested through structural equation modelling (SEM). Data were collected using a questionnaire survey. A total of 272 responses were received from leaders of various industries, indicating a response rate of 66%. The findings of this study indicate that a leader’s capacity to respond to various situations, comprehend the importance of being directive, prioritize the development of positive attitudes and supportiveness, and recognize the significance of achievement are all factors that contribute to the internal mechanisms necessary for the leader’s manifestation of leadership energy. The study additionally discovered that leaders’ skills, qualities, and abilities are derived and maintained through their internal capacity and personal resilience emanating from their leadership energy. The hypotheses that were validated suggest a direct causal relationship, indicating that leadership motivation, leadership personality, and leadership orientation are significant factors in the generation of leadership energy. This study’s conclusions suggest that to sustain leadership competence and effectiveness, leaders must cultivate a culture that prioritizes both effectiveness and competence. The findings also imply that individuals must establish precise developmental objectives, as well as exhibit cognizance of and the acquisition of leadership expertise, knowledge and approaches. Thus, the need to reevaluate the competency-based approach to leadership is overwhelming. This study introduces the concept of leadership energy as a catalyst for perpetuating leadership effectiveness and competence. The study claims that the energy emanating from the intricate interplay of leaders’ orientation, experience, development, personality, and motivation engenders and perpetuates their efficacy and aptitude.
Full article
(This article belongs to the Special Issue People—the Next Sustainability Frontier)
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Open AccessArticle
Automated Competence Assessment Procedures in Entrepreneurship
by
Markus Marschhäuser, Fabienne Riesel and Volker Bräutigam
Merits 2024, 4(2), 173-190; https://doi.org/10.3390/merits4020013 - 2 May 2024
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This study endeavors to automate the assessment of competencies within the domain of entrepreneurship, specifically targeting the augmentation of entrepreneurial cognition and conduct within universities in German rural regions, like Lower Franconia. Employing methods, including literature analyses and expert interviews, we formulated and
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This study endeavors to automate the assessment of competencies within the domain of entrepreneurship, specifically targeting the augmentation of entrepreneurial cognition and conduct within universities in German rural regions, like Lower Franconia. Employing methods, including literature analyses and expert interviews, we formulated and validated an entrepreneurship competence profile and accompanying self-assessment tool. The ensuing evaluative framework is poised for seamless integration into learning management systems, thereby facilitating intelligent competence monitoring within educational environments. Purpose: The aim of this thesis is to develop an automated competence assessment procedure in the field of entrepreneurship. This can be used in the university environment in the long term to promote and teach entrepreneurial thinking and behavior in order to sustainably improve the quality of learning outcomes and achieve targeted promotion of entrepreneurship. Methodology: Based on a relevant literature analysis, four guideline-based expert interviews were created and conducted. The results of the interviews were compiled and validated in a structured competence profile (entrepreneurship competence profile). Based on this competence catalog for entrepreneurs, an empirically valid self-test was created using standard psychometric questionnaire construction methods. Results: The entrepreneurship competence profile and a consequential empirically validated self-test for competence assessment were created. This test provides the basis for the long-term competence development of students and can further be embedded automatically into a learning management system (LMS) as part of intelligent competence monitoring, which allows for the recording of competencies for each student and the individual incorporation of gap closure into the curriculum. Originality/value: In previous research, there were no competence profiles or competence assessment procedures in the field of entrepreneurship that derived relevant competencies directly from actors within this environment. This work illustrates the development of a competence assessment procedure for entrepreneurs and shows which methods can be used to close prevailing research gaps in the field of intelligent competence monitoring.
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Open AccessHypothesis
Time Incongruences and Wait Crafting
by
Elisabeth Nöhammer
Merits 2024, 4(2), 159-172; https://doi.org/10.3390/merits4020012 - 2 May 2024
Abstract
A lot of time and effort is put into reducing waiting times in organizational life. However, jobs can include phases of waiting. The aim of this conceptual paper is to analyze waiting on the job level and provide a theoretical rationale for individual
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A lot of time and effort is put into reducing waiting times in organizational life. However, jobs can include phases of waiting. The aim of this conceptual paper is to analyze waiting on the job level and provide a theoretical rationale for individual management of waiting times of employees. Wait crafting is introduced based on (job) crafting and its advantages for individuals and organizations outlined. Steps towards integrating the possibility of job crafting and needs for future research are indicated.
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Open AccessArticle
Knowledge of Infection Prevention and Control and Practice Behaviors among Career and Volunteer Firefighters in Rural Communities
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Edrisa Sanyang, Ashley Adams, Ritchie Taylor, Vernell McDonald, Gretchen Macy and Jacqueline Basham
Merits 2024, 4(2), 146-158; https://doi.org/10.3390/merits4020011 - 10 Apr 2024
Abstract
Due to the emerging threat conditions in the work environment, firefighters are at a high risk of exposure to not only toxic substances but also biological agents in the dayroom and during emergency runs. The aim of this study is to evaluate firefighter
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Due to the emerging threat conditions in the work environment, firefighters are at a high risk of exposure to not only toxic substances but also biological agents in the dayroom and during emergency runs. The aim of this study is to evaluate firefighter (career and volunteer) knowledge and practice behaviors on infection control. This study surveyed 444 firefighters (210 career, 234 volunteer) in rural Northwestern Kentucky. The self-reported survey focused on individual characteristics, knowledge on exposure incident control, precautionary actions, and personal protections. We evaluated the descriptive characteristics of knowledge and practice scores stratified by firefighter groups (career and volunteers). The associations between infection control training received (yes/no) and firefighter knowledge and practice scores were also examined. Firefighters who were trained on infection control prevention had significantly higher knowledge scores (M = 63.7, SD = 13.4 vs. M = 59.7, SD = 15.9; p = 0.012). Volunteer firefighters exhibited better infection control practice behaviors than career firefighters (M = 70.6, SD = 13.0 vs. M = 67.4, SD = 11.1; p = 0.05). Firefighters who followed infection control guidelines (M = 69.5, SD = 11.9 vs. M = 58.1, SD = 9.9; p = 0.012) and expressed need for a comprehensive training on personal protective equipment (PPE) selection (β = 3.41, SE = 1.54, aOR = 30.22, 95% CI: 1.47–620.87; p = 0.028) had significantly higher practice scores compared to those who did not. The study results have policy implications for infection prevention and control (IPC) in rural fire departments, both career and volunteer. A review of infection control policies is needed, especially as it relates to training and practice behaviors during emergency calls and in the dayroom. Results also suggest the need to develop strategies to improve the culture of PPE use and training on the selection of PPEs appropriate to the emergency response type.
Full article
(This article belongs to the Special Issue Current Research on Occupational Safety and Health)
Open AccessArticle
Exploring the Influence of Crime on NEET Rates: A Regional Analysis of Italy
by
Iacopo Odoardi, Dario D’Ingiullo, Ada Di Nucci and Davide Quaglione
Merits 2024, 4(2), 132-145; https://doi.org/10.3390/merits4020010 - 10 Apr 2024
Abstract
The occurrence of criminal activities has the potential to hinder socioeconomic advancement, preventing individuals from investing in human capital and pursuing employment opportunities. Our investigation focuses on the hypothesis that the NEET (not in education, employment, or training) rate is related to crime
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The occurrence of criminal activities has the potential to hinder socioeconomic advancement, preventing individuals from investing in human capital and pursuing employment opportunities. Our investigation focuses on the hypothesis that the NEET (not in education, employment, or training) rate is related to crime levels. Through an econometric analysis based on regional data, we examine the impact of crimes against property and against persons on NEET rates within central-northern and southern Italy, while controlling for prevalent determinants of the NEET phenomenon. Our findings reveal that, compared with prevailing discouragement factors such as youth unemployment and lack of interest in tertiary education, crime exerts a more pronounced influence on elevating NEET rates. This effect is particularly evident in the relatively less developed southern regions, where violent crimes, although relatively uncommon, may disproportionately contribute to feelings of apprehension and uncertainty regarding future prospects.
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(This article belongs to the Special Issue Young People and the Labor Market: Challenges and Opportunities)
Open AccessProject Report
Training to Achieve Sustainable Employment for Youth and Young Adults
by
Cristina de Sousa and Fernando Acabado Romana
Merits 2024, 4(2), 118-131; https://doi.org/10.3390/merits4020009 - 8 Apr 2024
Abstract
This paper presents the outcomes of the “Training for Sustainable Employment of Youth and Young Adults” project, originally developed with the assistance of a consortium of institutions in six countries. These countries comprised five EU member states, Portugal, Italy, Romania, the Czech Republic,
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This paper presents the outcomes of the “Training for Sustainable Employment of Youth and Young Adults” project, originally developed with the assistance of a consortium of institutions in six countries. These countries comprised five EU member states, Portugal, Italy, Romania, the Czech Republic, and Spain, and an EU candidate, Turkey. The main objective of the project was to analyse the gap between the needs of employers and the skill sets of youth and young adults, in order to assess the training needs of young people to equip them to be sustainably employed. In addition, the project set out to create a course programme that contained targeted training to meet the identified training needs of both employers and young people. The data collection was performed using a focus group (n = 144) and an online survey aimed at a convenience sample of the target groups (n = 244) in the six participating countries. The data were analysed qualitatively and quantitatively. The findings indicated six main competencies to develop in training: flexibility, inclusivity, diversity, and wellbeing; innovation and knowledge management; mobilisation of human resources; international orientation; entrepreneurship; and presentation. In conclusion, this study illustrated the need for a course programme to be established, structured around the six categories that correspond to the main topics obtained through the consortium’s research. Therefore, the main gain of the project study was the creation of a course programme, focused on improving young people’s inclusion in the job market and meeting companies’ needs for skilled employees.
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(This article belongs to the Special Issue Young People and the Labor Market: Challenges and Opportunities)
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Open AccessBrief Report
Does Changing a Scale’s Context Impact Its Psychometric Properties? A Comparison Using the PERMA-Profiler and the Workplace PERMA-Profiler
by
Sean P. M. Rice
Merits 2024, 4(2), 109-117; https://doi.org/10.3390/merits4020008 - 26 Mar 2024
Cited by 2
Abstract
The present study evaluated the empirical distinction between the PERMA-Profiler and the Workplace PERMA-Profiler, which measure flourishing using the same items with different contexts (i.e., general vs. workplace orientations). Both scales were administered online via MTurk (N = 601), and single-group measurement
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The present study evaluated the empirical distinction between the PERMA-Profiler and the Workplace PERMA-Profiler, which measure flourishing using the same items with different contexts (i.e., general vs. workplace orientations). Both scales were administered online via MTurk (N = 601), and single-group measurement and structural invariances were assessed. Partial metric and scalar invariances were supported, indicating that the PERMA constructs were measured equivalently across scales (except for the relationships factor). Structural properties (covariances, means) were not invariant, indicating distinct utility for each scale in their respective contexts. The results suggest that simple adaptations to items to change their context, but not content, may retain the original scale’s psychometric properties and function with discrimination.
Full article
Open AccessArticle
Capacitating Pedagogy to Inclusive Excellence through Bienvivance for Zero Waste of Human Resources: European Case Studies during the Lockdown on Vocational Education and Training
by
Bénédicte Gendron
Merits 2024, 4(1), 95-108; https://doi.org/10.3390/merits4010007 - 19 Mar 2024
Abstract
The lockdown during the pandemic questioned the learning and working conditions but underlined crucially the teaching pedagogy and new essential teachers’ roles and competencies, and on the whole, the operational framework of education for quality of education for all. The research was carried
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The lockdown during the pandemic questioned the learning and working conditions but underlined crucially the teaching pedagogy and new essential teachers’ roles and competencies, and on the whole, the operational framework of education for quality of education for all. The research was carried out through a European Project and gathered at training centers in two countries focusing on learning and pedagogical issues during the lockdown through focus group discussion methodology and labels analysis. If planning, material resources, and health issues came out as relevant difficulty categories, the findings underlined collaborative projects and capacitating pedagogy as efficient and helpful. The findings also questioned the quality-of-life framework at school and the teaching pedagogy and new teachers’ roles as competencies to cope with such a situation to support transformative learning. The outcomes suggested a positive operational framework, the innovative bienvivance paradigm, derived from medical methodology, which can help school organizations by inner development for outer changes to integrate diversity, equity, and educational quality efforts into their missions. It aims at serving inclusive excellence toward human resource sustainability and zero waste of human resources. It can be seen as an effective framework for quality and equity in education. It supports the UN and UNESCO recommendations and the psycho-socio-economic optimization of human resource issues, which are crucial in these human resource mobility and migrations waves, and broadly copes with global changes.
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(This article belongs to the Special Issue School Management and Effectiveness)
Open AccessArticle
Be the Change You Want to See: Problem-Based Learning to Promote Diversity, Justice, Equity, Inclusion, Belonging, and Sustainability in the Classroom and Workplace
by
Franziska M. Renz and Julian U. N. Vogel
Merits 2024, 4(1), 79-94; https://doi.org/10.3390/merits4010006 - 1 Mar 2024
Abstract
This study presents a problem-based learning (i.e., PBL) assignment to engage students around the areas of diversity, justice, equity, inclusion, belonging (i.e., DEI), and sustainability in the classroom and workplace. The assignment is developed based on the learning objectives of an upper division
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This study presents a problem-based learning (i.e., PBL) assignment to engage students around the areas of diversity, justice, equity, inclusion, belonging (i.e., DEI), and sustainability in the classroom and workplace. The assignment is developed based on the learning objectives of an upper division business course following an outlined three-step process. A pretest-posttest research design with a control group demonstrates that the experiential assignment is effective in enhancing students’ problem-solving skills which, according to employers, recent college graduates need to improve upon. The PBL approach also increases students’ interest in DEI and sustainability so that they want to make a difference in society. While students’ confidence in their preparedness to become a manager decreases over the course of a semester, this loss in confidence is mitigated by students’ active participation in the PBL assignment.
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(This article belongs to the Special Issue People—the Next Sustainability Frontier)
Open AccessArticle
Ohio’s 5G and Broadband Workforce: Assessing the Current Landscape Using Skillshed Analysis
by
Ryan Humeniuk, Elham Erfanian and G. Jason Jolley
Merits 2024, 4(1), 66-78; https://doi.org/10.3390/merits4010005 - 23 Feb 2024
Cited by 1
Abstract
Ohio’s 5G and broadband industry is rapidly changing. In this study, we assess the current skills and skills gaps of the state’s workforce and the supply and demand of labor within the 5G and broadband industry. We use a skillshed analysis to determine
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Ohio’s 5G and broadband industry is rapidly changing. In this study, we assess the current skills and skills gaps of the state’s workforce and the supply and demand of labor within the 5G and broadband industry. We use a skillshed analysis to determine declining occupations with easy and challenging transitions into 5G and broadband occupations. Based on the analysis, we determine where skills gaps exist and where additional resources are needed to prepare the state’s workforce for the 5G and broadband industry.
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