The objective of this study is to analyze the participants' views on the impact of the Erasmus program on professional training and personal development of participants, highlighting the effects of the Erasmus mobility on student participants (educational level, professional, cultural, interpersonal, etc.). The participants in this study were 89 students of technical universities participating in the Erasmus mobility. The research involved a survey based on a questionnaire centered on the educational/vocational impact, cultural impact, and the relational impact of the Erasmus mobility on the personal and professional development of students/beneficiaries. The results show that an Erasmus mobility stimulate the acquisition of a social and cultural capital, acquisitions hard to gain in an otherwise normal context of life.

Globalization leads to an extension of the performance content demanded of employees. Consequently, the latter are confronted with an increase of requirements to fulfil, of obstacles to overcome, and, in this context, it seems that to consider oneself capable to respond to such demands is as important as one's objectively possessed abilities. Numerous research has shown the beneficial aspects of a high perceived self-efficacy. These beneficial aspects and the variable distribution of the level of this feeling among populations led us to hypothesize the normative nature of this perceived self-efficacy. Three populations (line managers, non-managerial employees and students) have responded to a questionnaire on perceived self-efficacy. The executives were asked to indicate, for each item, whether they would appreciate (or not) an employee adopting the behaviour listed in the item; the non-executives were required to indicate the degree to which each proposal corresponded to their usual behaviour, and the students were asked to select the items that an employee should tick off in order to be well seen (vs. badly seen) by their supervisor. Our results confirm our hypothesis: managers significantly appreciate employees who show a high level of perceived self-efficacy (SEP). We also note that adopting such behaviours is effective among non-executives, meaning that, if we take into consideration the fact that self-presentation with neutral instructions often produces socially desirable responses, the employees are aware of this valorisation. Finally, we see that such awareness is directly confirmed by our third population, i.e., by the fact that the future employees, in this case the students, are indeed aware of this valorisation.

One of the main concerns of automobile manufacturers is the optimization of cars conceiving. For this reason the integration of clients' perceptions in the manufacturing process is an important aspect of product development. This paper aims to study the perception of young drivers over the elements of discomfort that occur while driving a vehicle. 40 subjects, young drivers (technical university students) participated in the study and were investigated in connection with the main elements of discomfort experienced in the car. Valuation of discomfort was based on descriptions of study participants, descriptions in which they were asked to specify what they perceive as discomfort in the car. On one hand, the results show us a representation of what does discomfort for young drivers mean, and on the other hand, it shows the important role that the thermal factor has in assessing comfort / discomfort in the vehicle.

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In responsible management, managerial efficiency and sustainable development meet and influence each other. In order to give meaning to their organisation, to respect and look after their collaborators, a manager must promote a set of values on a personal, organisational and societal level. The purpose of this paper is to study the social value attributed to responsible management by students of a technical university. We have therefore undertaken to study a set of seven values attributed to responsible management and, more precisely, their utility and social desirability on a personal, organisational and societal level. The values have been operationalized with personality descriptors. The 60 participants in this study are students from a Romanian technical university. They had to assess, on four scales of seven points each (two for desirability and two for social utility), the value of a person characterised by one of the seven values attributed to responsible management. The results show us that efficiency is the value perceived by the students as being the most desirable for responsible management, and that in terms of social utility, agility is the most appreciated value. We found that there is indeed an effect of the context in which these values are perceived. Efficiency, audacity, dedication and integrity are perceived as more useful at an organisational level, while solidarity was perceived as more useful on a societal level. At the organisational level we also found a gender effect, in the sense that women appreciate people who are efficient, have integrity or are humble more than men do.

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