توانمندسازی کارکنان

Educational change requires educators to adapt to evolving pedagogical, technological, and organizational demands. This cross-sectional study examined associations among instructional leadership, psychological empowerment, perceived collective efficacy, and adaptive performance among 401 educators recruited through convenience sampling from three public and private schools in Sulu Province, Philippines. Partial least squares structural equation modeling showed no significant direct association between instructional leadership and adaptive performance. Instructional leadership was nevertheless indirectly associated with adaptive performance through psychological empowerment, perceived collective efficacy, and the theoretically specified sequence involving both variables. The coefficient for the indirect association through perceived collective efficacy was numerically larger than those for the other indirect pathways, although the differences between indirect effects were not formally tested. The findings are consistent with the hypothesized indirect-association model but do not establish mediation as a temporal or causal process. Because the data were cross-sectional, self-reported, and nonprobability-based, the results apply to the participating educators and should not be generalized to Philippine educators as a whole.

Digital transformation is reshaping school management and creating new demands for leadership competencies, decision-making, and resource allocation. This study examines the development of management competencies among general secondary school principals in Uzbekistan and proposes an organizational and economic mechanism to support their professional growth. Drawing on scientific literature, functional analysis, and process modelling, the research identifies key factors influencing effective school leadership in a digital environment. The proposed mechanism integrates competency assessment, targeted professional development, collaborative implementation, and systematic evaluation of managerial performance. Particular attention is given to evidence-based decision-making, efficient resource management, and staff coordination. The findings provide a conceptual foundation for strengthening school governance and improving organizational practices while highlighting the need for further empirical validation.

Researchers have explained the emigration of Nigerian teachers, popularly termed japa, mainly through low remuneration and insecurity, while giving less attention to access to professional development and career progression. This study examined the professional development and career opportunities available to Nigerian nursery and primary school teachers in Nigeria and abroad, and how these are linked to the decision to migrate. A mixed-methods design was adopted. The study analysed the quantitative responses from 384 teachers in Nigeria and 20 teachers in the diaspora using means, standard deviations, and percentages. The study also thematically analysed semi-structured interviews with eight teachers (four in Nigeria and four in the United Kingdom and Canada). Teachers in Nigeria reported some exposure to professional development, but only 44% agreed that it was sufficient and 39% that it was affordable, although they indicated that most came from private schools and external organisations rather than from government. Teachers abroad reported greater access to professional development, often free and mandatory, and 80% agreed that they did not feel limited in their career advancement. However, only 40% agreed that they had experienced better career growth, and the interviews showed that visa conditions and the absence of Qualified Teacher Status confined some teachers to support roles. Professional development and certifications also functioned as a pathway to migration: the interview revealed that two of the teachers in Nigeria were preparing to leave through courses and certification, and three of the four teachers abroad had migrated in order to study. The findings suggest that limited professional development operates as a push factor and that certifications provide the route out. It was recommended that affordable and sustainable professional development should be provided for teachers in Nigeria.

Abstract Lifelong learning is important for everyone, individually and collectively within institutions and communities. In today’s “learning society”, learning is not just a process driven by the learning system or the social system; it can also be a process in which the learners play an active role. This article focuses on the Erasmus+ project “Empowerment for migrants, from camps to integration” (CAMPLUS) in the Kurdistan Region of Iraq (KRI). Between 2021 and 2022, personal resources management (PRM) training was implemented in three refugee camps in Erbil. The central question driving the project was whether, and how, PRM can transform refugee learners’ ability to define and pursue their developmental goals. This inquiry is rooted in Paulo Freire’s critical pedagogy, which promotes dialogical learning as a means of empowering marginalised learners as agents of their own education. PRM integrates the validation of prior learning (VPL) with personalised pathways, based on the belief that competencies, gained formally, informally or experientially, should be recognised as the foundation for further learning. This approach aligns with Freire’s ideal of critical consciousness, which posits learning as a process of naming, reclaiming and transforming one’s reality. Using a qualitative analysis involving 15 refugees and three trainers, the authors explore how learner agency and institutional affordance combine to create meaningful learning outcomes. The study addresses a key gap in research: how reflective, personalised education can function in settings marked by displacement and limited opportunities.

Peer feedback is a process where employees provide constructive input, based on their observations and interactions, with their colleagues. This feedback can encompass various aspects of an individual's performance, such as behavior, communication skills, and contributions to team dynamics. Peer feedback typically aims to offer valuable insights, promote personal growth, and enhance teamwork within an organization. It often involves both positive and constructive criticism, fostering a culture of continuous improvement. This approach helps employees gain a better understanding of their strengths and areas needing development, ultimately contributing to their professional development and the overall success of the organization. Peer feedback is an essential component of a 360-degree feedback system, offering a holistic view of an individual's performance.

This reflective essay examines the establishment of the Research Guild in King’s Digital, a department at King’s College London specialising in online and blended postgraduate education. The Research Guild is an internally created, mentor-supported community of practice designed to help professional services staff engage more confidently in educational research and scholarship. Using an autoethnographic approach and a systems thinking lens, I explore how the Guild emerged in response to a recurring pattern: teams highly effective at delivery but lacking time, infrastructure and perceived legitimacy to undertake inquiry. The essay describes how mentoring through the ALT ELESIG Scholar Scheme, a training needs analysis survey and three structured development pathways (literature review, conference participation and research projects) combined to make evidence-seeking feel more normal, safe and worthwhile. I highlight key outcomes and persistent tensions around time, equity and sustainability, arguing that staff development is most transformative when treated as a deliberately designed ecosystem of scaffolds, feedback loops and shared identity rather than a series of isolated activities.

Abstract : The Northeastern College–College of Liberal Arts (NC-COLA) is committed to uplifting community well-being through responsive extension programs. This study evaluated the community needs of Barangay Mabini across seven domains: Education and Parenting, Food Safety and Hygiene, Human Rights and Violence Awareness, Livelihood and Financial Literacy, Disaster Risk Reduction and Management (DRRM), Environmental Conservation, and Organizational Planning and Management. Using a descriptive mixed-method design combining survey questionnaires and key informant interviews, results showed that Livelihood and Financial Literacy obtained the highest weighted mean (4.75), identifying economic vulnerability as the community’s most pressing concern. Food Safety and Hygiene (4.72), Organizational Planning and Management (4.68), Environmental Conservation (4.63), and DRRM (4.59) also registered high demand, reflecting gaps in public health, governance, and disaster preparedness. Human Rights and Violence Awareness (4.48) indicated greater preference for practical safety programs over formal legal education. It was concluded that Barangay Mabini requires coordinated, multi-stakeholder interventions targeting economic empowerment, institutional governance, and community resilience. Recommendations include financial literacy and livelihood programs, strengthening of the Barangay DRRM Council, systematic waste management, and capacity-building for local officials in partnership with relevant government agencies.

While Artificial Intelligence (AI) has become undeniably important in modern sales management, scholarly focus has remained disproportionately fixed on productivity and efficiency outcomes rather than mental health and wellness. This paper addresses that imbalance by examining the impact of AI-coaching on salesperson well-being. After exploring the limited scholarship available, we incorporate the theory of tools to scrutinize when AI is ready-to-hand (where the tool is transparently integrated), unready-to-hand (where the tool fails), and present-at-hand (where the user analytically observes the tool’s properties). The primary contribution of this work is a comprehensive future research agenda that moves beyond performance metrics to investigate the lived experience of salespeople and possible well-being outcomes, both positive and negative. The agenda identifies four critical dimensions—the user, the tool, the delivery, and the context—as potential moderators in the framework. This manuscript is a call to action for researchers to investigate how AI-coaching can be implemented as a catalyst for employee empowerment rather than a source of technostress and burnout for salespeople and sales managers.

در حالی که هوش مصنوعی (AI) به طور غیرقابل انکاری در مدیریت فروش مدرن اهمیت یافته است، تمرکز پژوهشی به طور نامتناسبی بر پیامدهای بهره‌وری و کارایی باقی مانده و به سلامت روان و بهزیستی توجه کمتری شده است. این مقاله به منظور رفع این عدم توازن، به بررسی تأثیر مربیگری مبتنی بر هوش مصنوعی بر بهزیستی فروشندگان می‌پردازد. پس از مرور پژوهش‌های محدود موجود، نظریه ابزارها را به کار می‌گیریم تا بررسی کنیم که چه زمانی هوش مصنوعی «آماده به کار» است (ابزاری که به طور شفاف یکپارچه شده است)، «آماده به کار نیست» (ابزاری که دچار نقص می‌شود)، و «حاضر در دست» (زمانی که کاربر به طور تحلیلی ویژگی‌های ابزار را مشاهده می‌کند). مهم‌ترین دستاورد این پژوهش، ارائه یک دستور کار جامع برای تحقیقات آینده است که فراتر از سنجه‌های عملکردی، به تجربه زیسته فروشندگان و پیامدهای بهزیستی، اعم از مثبت و منفی، می‌پردازد. این دستور کار چهار بُعد کلیدی—کاربر، ابزار، شیوه ارائه و زمینه—را به عنوان تعدیل‌گرهای احتمالی در این چارچوب شناسایی می‌کند. این مقاله فراخوانی است برای پژوهشگران تا بررسی کنند که چگونه مربیگری مبتنی بر هوش مصنوعی می‌تواند به عنوان محرکی برای توانمندسازی کارکنان اجرا شود و نه منبعی برای تکنواسترس و فرسودگی شغلی در میان فروشندگان و مدیران فروش.

Introduction This study examines the influence of distributed leadership on lecturers' satisfaction, student engagement, academic performance, and institutional culture in selected Technical and Vocational Education and Training (TVET) colleges in South Africa. Methods A cross-sectional survey was employed, and various statistical analyses, such as multiple regression, analysis of variance, and exploratory factor analysis, were used in line with the objectives of the study. Results The study showed that distributed leadership enhances lecturers' satisfaction through participatory governance structures and collaboration, highlighting the motivational value of inclusion and shared responsibility. It also positively influences student engagement and academic performance through motivation, connection, and constructive feedback. Significant differences in institutional culture were found across colleges, indicating that contextual factors shape leadership effectiveness. Two dimensions of lecturers' leadership capacity were identified: collaborative empowerment and institutional support with participatory leadership. Discussion The study recommends that institutional leaders and policymakers strengthen participatory governance, staff empowerment, and student involvement to improve institutional effectiveness. The study contributes to the limited literature on distributed leadership in South African TVET colleges and provides insights into its impact on staff, students, and institutional culture.

مقدمه: این پژوهش به بررسی تأثیر رهبری توزیعی بر رضایت مدرسان، مشارکت دانشجویان، عملکرد تحصیلی و فرهنگ نهادی در برخی کالج‌های آموزش فنی و حرفه‌ای (TVET) در آفریقای جنوبی می‌پردازد. روش‌ها: این مطالعه به صورت مقطعی انجام شد و تحلیل‌های آماری مختلفی از جمله رگرسیون چندگانه، تحلیل واریانس و تحلیل عاملی اکتشافی مطابق با اهداف پژوهش به کار گرفته شد. یافته‌ها: نتایج نشان داد که رهبری توزیعی از طریق ساختارهای حکمرانی مشارکتی و همکاری، رضایت مدرسان را افزایش می‌دهد و ارزش انگیزشی مشارکت و مسئولیت‌پذیری مشترک را برجسته می‌سازد. همچنین، این نوع رهبری از طریق انگیزش، ارتباط و بازخورد سازنده، تأثیر مثبتی بر مشارکت دانشجویان و عملکرد تحصیلی دارد. تفاوت‌های معناداری در فرهنگ نهادی میان کالج‌ها مشاهده شد که نشان‌دهنده تأثیر عوامل زمینه‌ای بر اثربخشی رهبری است. دو بعد از ظرفیت رهبری مدرسان شناسایی شد: توانمندسازی مشارکتی و حمایت نهادی همراه با رهبری مشارکتی. بحث: این پژوهش توصیه می‌کند که رهبران نهادی و سیاست‌گذاران، حکمرانی مشارکتی، توانمندسازی کارکنان و مشارکت دانشجویان را برای ارتقای اثربخشی نهادی تقویت کنند. این مطالعه به ادبیات محدود رهبری توزیعی در کالج‌های آموزش فنی و حرفه‌ای آفریقای جنوبی افزوده و بینش‌هایی درباره تأثیر آن بر کارکنان، دانشجویان و فرهنگ نهادی ارائه می‌دهد.