Teachers’ participation in professional development is often high, yet it does not always translate into classroom innovation, a persistent transfer-of-learning gap. This study explores how principals’ assertive communication was associated with teachers’ professional competence development in two junior high schools (one public, one private) in Brebes Regency, Indonesia. An explanatory sequential mixed-methods design was used: baseline teacher competence was descriptively mapped from the Ruang GTK platform and the Education Report (Rapor Pendidikan), followed by a qualitative phase with 22 purposively selected informants (principals, vice-principals, teachers, students, and parents). Data were gathered through surveys, interviews, observations, and document analysis, and analyzed using Miles et al.’s interactive model with triangulation. Baseline data showed high training participation (score 4) but stagnant instructional innovation and classroom management (scores 2–3). Four interactional dimensions of assertive communication emerged: directive transparency, dialogic respect, non-blaming corrective feedback, and facilitative advocacy. These were associated with reduced teacher defensiveness and greater openness to interactive and digital teaching, and varied with institutional readiness. The study frames assertive leadership as a dynamic system of instructional communication rather than a fixed trait. Given its two-school, non-causal design, the findings are context-specific; they suggest that sustaining competence requires structured post-training clinical supervision and a constructive feedback culture.
International branch campuses (IBCs) deliver foreign science, technology, engineering and mathematics (STEM) qualifications inside host economies, yet how graduates’ reported educational experiences relate to their professional outcomes has received little attention in the Gulf. This study examined employability, work readiness and job alignment among Qatari nationals who completed a bachelor's degree at one of two United States IBCs in Qatar. A cross-sectional survey of 75 employed graduates, recruited purposively through professional networks and snowball referrals, was analysed using Fisher exact tests with exact odds ratios and effect sizes, together with parsimonious binary, ordinal and Firth penalised logistic regression with Wald intervals for coefficients and bootstrap percentile intervals for average predicted probabilities; responses to one open-ended question were categorised descriptively. Most graduates worked in roles related to their major (86.7%) and entered employment immediately after graduation (61.3%). Labour-market preparedness was associated with very high perceived employability (odds ratio 4.9, 95% CI 1.6–14.7) and with a very smooth transition to work (Firth odds ratio 13.9, 95% CI 3.5–54.8), and professional ability development was also associated with very high employability (odds ratio 6.5, 95% CI 1.9–22.4). Job alignment corresponded with smoother transitions, though imprecisely (odds ratio 8.6, 95% CI 1.0–73.0). Women were less likely than men to report being very well prepared (adjusted odds ratio 0.11, 95% CI 0.03–0.45); other gender comparisons were inconclusive. Graduates most often requested internships and practical exposure and locally grounded labour-market knowledge. The findings suggest that monitoring preparedness and occupational alignment alongside employment rates offers a more informative account of the professional experiences reported by graduates of international STEM programmes delivered locally.
Background Warship crews live and work for extended periods in confined spaces, separated from their families and exposed to high operational demands. While psychosocial risks in naval and maritime work are increasingly documented, little is known about how sailors collectively organize, regulate, and adapt their daily activity aboard combat vessels. To our knowledge, no psychological study has documented collective activity in situ aboard a French warship. Objective Document sailors’ professional practices, collective dynamics, and psychosocial aspects in situ during an eight-day embarkation aboard a French multi-mission frigate. Method This is a descriptive and qualitative study, of the experience report type, carried out in March 2026 during an eight-day embarkation aboard a French Navy European Multi-Mission Frigate taking part in a high-intensity exercise in the Atlantic. Data were collected through unstructured participant observation, from an observer-as-participant position. Inductive analysis drew on grounded theory and work psychology literature. Results Three mechanisms emerged. First, rank-based messes provided spaces for peer interaction, informal regulation, and the expression of tensions. Second, sailors used situational leeway to adapt their activity to operational constraints and develop practical solutions. Third, interactions between experienced and less experienced sailors supported the transmission of knowledge, practices, and norms, contributing to collective memory and professional continuity. Conclusion These findings illustrate how professional practices, collective dynamics, and psychosocial aspects are intertwined in sailors’ daily activity aboard a French warship. Informal collective spaces, opportunities to adapt work activity, and the transmission of the professional genre between experienced sailors and newcomers support professional activity.
Although professional collaboration among teachers plays a critical role in enhancing school effectiveness and instructional quality, empirical studies that jointly examine the organizational and individual determinants of this collaboration remain limited. This study aimed to identify variables that significantly predict the likelihood of elementary school teachers engaging in professional collaboration. The study employed a quantitative, cross-sectional, and correlational survey design. The sample consisted of 310 teachers working in elementary schools in the city center of Siirt, selected through cluster sampling. Data were collected using the Servant Leadership Scale and the Professional Collaboration subscale. Binary logistic regression analysis was used to analyze the data. Results showed that school level, participation in professional activities, professional seniority, and principals’ servant leadership behaviors significantly predicted teachers’ likelihood of engaging in professional collaboration. In contrast, gender, marital status, educational status, length of time working with the school principal, and length of service at the school were not significant predictors. Overall, the findings highlight the role of servant leadership.
School heads’ leadership practices, such as how they set direction, support instruction, and build trust, are consistently linked to teachers’ work satisfaction, which in turn shapes motivation, commitment, and retention. The main objective of this study was to determine the School Heads’ Instructional Leadership Practices and Teachers’ Work Satisfaction in selected districts of the Division of Bukidnon during the School Year 2026–2027. Specifically, this aimed to find out the level of respondents’ perception of school heads’ instructional leadership practices; ascertain the level of work satisfaction in terms of the motivator factor; and determine whether a relationship exists between school heads’ instructional leadership practices and teachers’ work satisfaction in terms of the hygiene factor and as well as motivator factor. The study used a descriptive-correlational design and included two hundred five (205) Key Stage 2 teachers selected through universal sampling. Data were collected using a researcher-made questionnaire and analyzed using weighted mean, Pearson correlation, and multiple regression. Findings showed that instructional leadership was highly practiced, especially in aligning the school vision. Teachers also reported high job satisfaction in both hygiene and motivator factors. Instructional leadership was positively related to teachers’ work satisfaction. It also significantly predicted work satisfaction, with school vision alignment being the strongest predictor. It is concluded that instructional leadership is most effective when school heads ensure that the school’s mission and academic goals are perfectly aligned with the school-wide program and the current DepEd curriculum standards. School heads should improve teamwork, teaching, resource use, staff training, recognition, and the school environment.
The development of digital-based work systems has increased job demands and technology use, which may lead to burnout among workers, particularly in the telecommunications sector. This study aimed to determine the relationship between job demands and technostress with burnout levels among employees of PT Telkom Infrastruktur Indonesia in Medan. This study employed a quantitative cross-sectional design. The population consisted of 55 employees, and all members of the population were selected as samples using a total sampling technique. Data were collected using the Job Demands-Resources Questionnaire (JD-RQ), Technostress Creators Scale, and Oldenburg Burnout Inventory (OLBI). Data analysis was conducted using the Spearman Rank Correlation test with a significance level of 0.05. The results showed a significant and strong positive relationship between job demands and burnout, with a p-value = 0.001 and a correlation coefficient of r = 0.750. In addition, a significant and strong positive relationship was also found between technostress and burnout, with a p-value = 0.001 and a correlation coefficient of r = 0.687. High job demands and technostress were associated with increased burnout. The company is advised to strengthen burnout prevention efforts by optimizing workload evaluations that take actual working conditions into account, providing regular training on the use of digital systems, and enhancing employee recovery initiatives through the optimal utilization of annual leave and better management of work-related communication outside working hours.
This study aims to address an important gap in the literature by examining the effects of technostress and safety climate on employees' technological productivity and by evaluating the moderating role of perceived organizational support in these relationships.Analyses conducted on survey data collected from 425 employees working in the defense industry reveal that technostress has a significant negative effect on technological productivity, whereas safety climate has a positive effect on technological productivity.The findings further indicate that perceived organizational support moderates the relationship between safety climate and technological productivity, strengthening the positive impact of safety climate on technological productivity.However, perceived organizational support does not exhibit a significant moderating effect on the relationship between technostress and technological productivity.By examining technostress, safety climate, and perceived organizational support-constructs that are rarely addressed together in the literature-within an integrated framework, this study contributes to a more comprehensive understanding of technological productivity.Furthermore, its focus on the defense industry, characterized by high-technology intensity and high reliability requirements, fills an important gap in the literature and provides actionable insights for improving employee well-being, safety, and technological productivity.
Entry-level managers are usually promoted for their technical skills and are then expected to meet targets, lead teams and resolve conflicts with little preparation for the role. This study examined the relationship between workplace stress, mental health and job satisfaction among entry-level managers in Indian organizations. Using a quantitative correlational design, data were collected through an online questionnaire from 47 managers with up to five years of managerial experience across finance, manufacturing, IT/ITES, healthcare and service operations. Most participants reported moderate workplace stress (61.7%), while nearly half (46.8%) reported high job satisfaction. Workplace stress was positively correlated with mental health difficulty (r = .641) and negatively correlated with job satisfaction (r = -.477), and mental health difficulty was negatively correlated with job satisfaction (r = -.536), all at p < .01. Stress explained 41% of the variance in mental health difficulty, and mental health explained 29% of the variance in job satisfaction. When both were considered together, only mental health remained a significant predictor of satisfaction. The findings suggest that the mental health of new managers is central to their job satisfaction and point to the need for training, mentoring and psychological support early in a managerial career.
Background: Job instability within teachers in Nepal's private schools is a persistent matter, however its combined impacts on teaching performance and organizational trust remain under investigated. In this research, "permanent" denotes benefit-eligible status (teachers who get a provident fund, social security fund, insurance allowance, and government-standard paid leave after a certain qualifying period) whereas "temporary or contract-based" denotes teachers are deprived of one or more of these advantages. Objectives: This research investigates (i) the impact of job stability type on teaching performance and workplace effectiveness, (ii) the relationship between organizational job-security assist and organizational trust, and (iii) the joint predictive effect of both independent variables, along with quality of communication and collaboration tested as a possible moderator. Methods: A quantitative comparative-correlational approach was applied. Data were gathered from 219 teachers in private schools of Kathmandu Valley via a structured questionnaire utilizing a 5-point Likert scale. Item-level descriptives applied median and IQR; construct-level composites were examined applying independent-samples *t*-test, Pearson correlation, and multiple regression in SPSS. Job status was defined by availability of organizational benefits: permanent (benefit-eligible) teachers get provident fund, social security fund contributions, insurance allowance, and government-standard paid leave after a qualifying period, whereas contract-based teachers are deprived of. Results: Permanent teachers reported substantially higher teaching performance (M difference = 0.254, *p* = .036) and organizational trust (M difference = 0.269, *p* = .027) than temporary teachers. Multiple regression displayed that perceived employment stability (β = .560, *p* < .001) and institutional job-security support (β = .352, *p* < .001) combinely predicted teaching performance, R² = .793, F(2, 216) = 414.87, *p* < .001. For organizational trust, both predictors were additionally significant (β = .443 and .510, both *p* < .001), R² = .863, F(2, 216) = 677.95, *p* < .001. Moderation by communication quality was not assisted (all four interactions non-significant; *p* > .05). EFA extracted two factors justifying 73.75% of variance; Harman's test exhibited 54.64% on the first factor, just above the 50% threshold. Conclusion: Both perceived employment stability and institutional job-security assist independently and collectively predict teaching performance and organizational trust. Permanent employment is connected with higher results. Moderation by communication quality was not assisted. Novelty: This is within the first research to integrate employment stability type and institutional job-security assist in collectively predicting both teaching performance and organizational trust in Nepal's private school field, applying ordinal-appropriate item-level descriptives and composite-level parametric analysis.
