scholarly journals Professor Fakhreddin Ghavami (1930–2021); A Role Model of Professional Commitment

2021 ◽  
Vol 24 (11) ◽  
pp. 858-861
Author(s):  
Mohammad Hossein Azizi ◽  
Moslem Bahadori ◽  
Mohsen Naseri
Keyword(s):  
Role Model ◽  
Professional Commitment

scholarly journals Job Satisfaction of Teachers In Relation to Professional Commitment

2017 ◽  
Vol 4 (4) ◽  
Author(s):  
Liyaqat Bashir
Keyword(s):  
Job Satisfaction ◽  
Secondary School ◽  
Role Model ◽  
Secondary School Teachers ◽  
Professional Commitment ◽  
School Teachers ◽  
Satisfaction Scale ◽  
Male And Female ◽  
Significant Difference ◽  
Meaningful Interaction

Teaching is a highly noble profession and teachers are always a boon to the society. The ultimate process of education could be simplified as a meaningful interaction between the teacher and the taught. The teacher thus plays a direct and crucial role in molding a pupil towards education. Since a teacher is a role model for the students, job satisfaction and professional commitment of teachers become very vital in the fields of education. Thus the researcher felt the need to investigate the job satisfaction in relation to professional commitment of secondary school teachers. The sample of this study consisted of 300 teachers selected from Punjab in India. Job Satisfaction Scale standardized by Dr. (Mrs.) Meera Dixit (1993) and Professional Commitment scale developed by Dr. Ravinder Kaur and Sarabjit Kaur (2011) was administered to collect the data. The result indicates that there exists a significant difference between male and female secondary school teachers in their job satisfaction and there exists no significant difference between male and female secondary school teachers in their professional commitment. Further result shows that there exists positive significant relationship between job satisfaction and professional commitment. This proves that job satisfaction and professional commitment are significantly related to each other.

A consultation role model for use in schools

1967 ◽  
Author(s):  
Marilyn Daugherty ◽  
Dorinda Jones
Keyword(s):  
Role Model

Review of Commitment Theories and Models: Application to an Emerging Profession

2020 ◽  
pp. 1-14
Author(s):  
Dr. Lynn Spellman White
Keyword(s):  
Survey Data ◽  
Human Resource ◽  
Professional Commitment ◽  
Accounting Profession ◽  
Research Project ◽  
Study Results ◽  
Practical Implications

The purpose of this research project is to explore if traditional explanations of organizational and professional commitment and conflict, which have been developed through research of older and more established professions such as the Accounting profession, also apply to the Human Resource profession. Survey data gathered from HR practitioners are used to examine the correlates of organizational and professional commitment and conflict. Study results indicate the models explain a significant portion of the variation in both organizational and professional commitment, and that the two types of commitment have different antecedent factors. Results also indicate that organizational and professional conflict is lowest when both levels of organizational and professional commitment are high. Theoretical and practical implications are discussed.

MEMBANGUN PEMAHAMAN RELASIONAL MELALUI KOMUNIKASI INTERPERSONAL

1970 ◽  
Vol 7 (2) ◽  
Author(s):  
Uus Uswatusolihah
Keyword(s):  
Interpersonal Communication ◽  
Role Model ◽  
Phenomenological Approach ◽  
Structure Form ◽  
Face To Face ◽  
Surrounding Structure ◽  
Interpersonal Communications

This paper focuses on how interpersonal communication is built to achieveagreement and uses phenomenological approach. It is based on a research on therelationship between lecturer and student in the process of thesis consultation inSTAIN Purwokerto.This paper explains that the model of their relationship is a role model, inwhich the role is formed through a surrounding structure. Form and context ofinterpersonal communication happen in a kind of face to face dialogues andindividually. The process of communication hardly found in groups, or withcommunication media such as telephone and internet. Seen from its effectiveness,it is found that most of the interpersonal communications are effective enough tobuild agreement between the individuals involved in the process.

Religiusitas Manajemen dalam Peningkatan Profesionalitas Guru

2016 ◽  
Vol 1 ◽  
pp. 88-93
Author(s):  
Mustaniratussa'adah Mustaniratussa'adah
Keyword(s):  
Role Model ◽  
Early Stage ◽  
Educational Institution ◽  
Teacher Behavior ◽  
Work Place ◽  
Educational Goals ◽  
Life Goal ◽  
Education Management ◽  
Professional Attitude ◽  
Religious Person

This paper is intended to describe how religiosity management in improving the professionalism of teachers. Religiosity is not synonymous with religion. It should be a religious person it is at once a religious person, too. But a lot happens, the adherents of a religion that is persistent, but with a motivated or career advancement. Educational institutions require professional management in order to provide education to walk dynamically, competetif, and productive. This is done for education in the process should lead to the approach to God and human perfection, directing people to achieve his life goal is a happy afterlife. Management includes planning, execution, control, and monitoring of the (human resources, learning resources, curriculum, funding and facilities) to achieve educational goals effectively and efficiently. Educational planning has an important role and are at an early stage in the process of education management, which serve as a guide for implementation, control, and supervision of education. The essence of planning is a decision-making process that is systematic, relating to future plans, and to achieve certain desired objectives. And to overcome the limitations of the ability, willingness, and its resources in achieving educational goals needed organizing in education. Implementing an educational institution is the key of success of an educational institution. Teachers as professional educators have a good image in the community if it can demonstrate to the public that he is worthy of being a role model or example of the surrounding community. Teacher behavior patterns associated with it will be discussed in accordance with the objectives, namely the teachers' professional attitude towards laws and regulations, professional organizations, colleagues, students, work place, leadership, and work. A teacher not only reflects a profession, but a representation of different positions which is very noble. Teacher is a hero selfless, unsung hero, a hero of science, goodness hero, heroes education, human builders, the builders of civilization, culture bearer, piorir, reformer and reliable, and etc.

Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

2019 ◽  
Vol 5 (1) ◽  
pp. 124
Author(s):  
Mohamed Buhari Mufitha ◽  
Su Teng Lee ◽  
Chen Chen Yong
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Professional Commitment ◽  
Turnover Rates ◽  
It Professionals ◽  
Professional Advancement ◽  
Software Engineers ◽  
Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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