Suchergebnisse

Purpose
To properly address complex sustainability issues, higher education institutes (HEIs), such as universities, need to implement innovative educational programmes that adhere to transdisciplinary principles. This study aims to contribute to the understanding of how to do so across and beyond a university.


Design/methodology/approach
This study presents a module comprising two courses, the first of which centres on the identification of sustainability issues in student-led multi-actor dialogue sessions and the second on addressing those sustainability issues through interdisciplinary collaboration among master's students who are at the same time also working on their own thesis. The authors conducted continuous evaluations during the first two pilot years, including community (partners), faculty and student perspectives.


Findings
The authors found that the module was successful in training students for inter- and transdisciplinarity. Moreover, high levels of commitment were observed from a diverse range of students and faculty across one HEI as well as positive responses from the community (partners) involved in the module. Further improvements of the module rely on active buy-in from programme directors and ensuring continuous collaboration throughout the co-creation process by streamlining the translation of the issues into manageable research projects with specific research questions.


Practical implications
This study provides inspiration and lessons on how to implement university-wide inter- and transdisciplinary module into higher education.


Originality/value
The module is innovative in combining university-wide and interdisciplinary learning with and transdisciplinary learning through long-term, co-creational collaboration within and beyond the university.

The concept of values "fit" has been a significant theme in the management literature for many years. It is argued that where there is alignment of staff and organizational values a range of positive outcomes are encountered. What is unclear is how this translates into the charity sector. This study explores the phenomenon of values alignment in two U.K. charities. Questionnaires were used to measure staff values, perceptions of organization values, and staff commitment. Drawing on the work of Finegan, an interaction term is used as a proxy for fit. Analyses of data from 286 participants indicated that it was the perceptions of organization values that had the greatest impact on staff commitment. The alignment of staff values and perceptions of organization values only had a degree of effect within one of the charities. This challenges the dominant view on such alignment and the implications of this are discussed.

This article problematises whether organisational commitments impact the representation of ethnic minorities in the university workforce. In doing so, it considers the institutional context and the broader restructuring of universities' personnel. The analysis is based on a longitudinal dataset of 120 universities, including university-level indicators of organisational commitments, institutional characteristics and ethnic minority staff numbers. The findings reveal that while on average, universities that are members of the Race Equality Charter exhibit higher shares of minority ethnic staff in higher-level contracts compared with those universities that are not members, joining the charter does not make a university more inclusive. Importantly, the share of minority ethnic staff is substantially lower in elite universities compared with all other universities, which indicates tensions between inclusion and university reputation. The results are discussed in terms of their relevance to sociological institutionalist and organisational theories, and to higher education policy.

<div><p><em>The commitment of Para-medical employees contributes significantly to the success of hospital organization. </em><em>The present study attempts to analyze an organizational commitment marital status of Para-medical employees. The data have been collected from eight cities, comprising of four zones of India. The study uses a stratified sampling method in which 219 Para-medical employees from 32 hospitals have responded. This study uses the well known instrument - ACN scale developed by Allen and Meyer (1997). </em></p><p><em>The result indicated that there is no significant difference in total score of commitment, affective commitment, continuance commitment and normative commitment with reference to marital status. The reasons have been discussed subsequently. </em></p></div>