Research Question: This paper investigates into which competencies and competency areas are essential for graduates to be employable in Serbia. Motivation: The research was conducted with the aim to recommend to the Faculty of Organizational Sciences to adjust their curriculum, so that graduates could acquire competencies necessary for employment at junior positions. Combining qualitative and quantitative approaches, the paper includes required competencies according to popular reports, analysis of vacancies for junior positions in the field of Management and IT, focus groups and surveys conducted in companies in Serbia. Idea: The main idea of the research was to empirically evaluate the need and importance of general competencies for performing a job at junior positions. Participants in the research were experts from human resource management departments and domain experts from different fields who participate in the selection process. Data: During the research, 52 competencies from world reports, 60 competencies from open job vacancies, and 69 competencies during the focus group were analyzed. The questionnaire was created based on 29 competencies that were results from the qualitative research and filled out by 118 representatives from companies from different business domains. Tools: Content analysis of reports and vacancy ads, focus group report and statistical analysis of survey data (t test, Principal component analysis) were used to draw conclusions about required competencies for junior positions in the Serbian market and to categorize them. Findings: Competencies that are expected from future employees are to be socially skilled leaders capable of solving problems and intrinsically motivated to create and to be productive. Above all, they should be able to learn continuously. Specifically, when comparing managerial junior positions to junior IT professionals, it seems more important to be competitive, have strong presentation skills and to be conscientious. Contribution: Competencies important for graduates’ employability in Serbia are identified and grouped in different competency areas based on what universities’ curricula could be adapted.
Većina kognitivnih modela pretpostavlja da se depresivno raspoloženje javlja kao odgovor na određeni stresni podsticaj iz sredine čak i niskog intenziteta, dok je pretpostavka neurobioloških modela da proces koji dovodi do depresivnog raspoloženja može biti pokrenut i u odsustvu bilo kakvih zahteva ili podsticaja iz okruženja. U ovom istraživanju su proveravane pretpostavke koje proističu iz dve relativno nezavisne teorijske perspektive – kognitivne i neurokognitivne, a koje se tiču situacionih činilaca koji, zavisno od nivoa vulnerabilnosti, dovode do afektivnih promena, i eventualno mogu otpočeti razvoj depresivnih simptoma. Uzorak je bio sačinjen od 72 ispitanika prosečne starosti 25 godina (SD = 4.18), uz upadljivo veću zastupljenost ispitanika ženskog (75.3%) pola. U prvoj grupi (N = 36), ispitanici su podvrgnuti standardnoj proceduri indukcije afekta koristeći muzički metod. U drugoj grupi primenjena je procedura bihejvioralne paradigme mirovanja (N = 36). Rezultati su pokazali da su obe procedure dovele do promena u raspoloženju, a dobijen je i značajan efekat interakcije eksperimentalnog uslova, vremena merenja, i vulnerabilnosti, kada je u pitanju negativni afekat. Obe eksperimentalne procedure dovele su, u obe grupe, do značajnog pada u nivou pozitivnog afekta. Promene u afektu nastupile su i kod vulnerabilnih i kod nevulnerabilnih ispitanika. Međutim, kod vulnerabilnih ispitanika koji su imali zadatak mirovanja došlo je i do blagog povišenja negativnog afekta, koje nije registrovano u grupi sa indukcijom afekta bez obzira na vulnerabilnost. Dobijeni rezultati daju delimičnu potvrdu kognitivnim, ali i neurobiološkim modelima.
Purpose: The fields of motivation and leadership are very wide, and there is a large number of factors that mediate their relationships. The research aimed to examine is there a correlation between leaders’ achievement motivation and their leadership styles (transformational, transactional, and passive), and whether the achievement motive can be a predictor of leadership style. Methodology: Quantitative research was conducted in 4 companies from the territory of Serbia. Leaders and their subordinates completed two questionnaires, MLQ (Multifactor Leadership Questionnaire) and AMI (Achievement Motivation Inventory). The MLQ was used to measure transformational, transactional, and passive leadership style. AMI is a psychological test that was used to evaluate the expression of achievement motivation. Main Findings: The results showed that there is a correlation between achievement motivation and passive (r = -. 544; p <.01; N = 30), transactional (r = .381; p <.05; N = 30), and transformational leadership style (r = .412; p <.05; N = 30). Regression analysis determined the equations by which those leadership styles can be predicted based on achievement motivation. Applications: The possibility of predicting leadership styles can contribute to the process of selection of employees in companies, especially those who come directly to management positions, and employee development process. Novelty/Originality of this study: Assessing motivation for achievement as a personality trait among employees and predicting the type of leadership style based on that.
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