Research around the topic could help to elicit novel ideas and solutions, and hopefully success in initiating a debate around the issue. The result hypothesis regarding the number of incidents of challenging behaviour may assist in plotting possible discrepancies between organization and personnel. The suspected relationship might highlight the importance of communication process between the organization and staff working with intellectual disabilities as well as the perception
The research was carried out to explore the theoretical and practical implications of self-efficacy for organizational behavior and Human Resource Management. Therefore, the ideas discussed in the article apply to the present day life. Objectivity The objective of the article was well developed and the ideas well developed and presented. The objective nature of the article is further seen in the manner in which the article is partitioned. Each sub-heading develops an idea linked to the aim of the study.
Reliability of the scale was evaluated through Cronbach Alpha coefficients. The scales have Cronbach Alpha coefficients from 0.6 or higher is considered acceptable. The Cronbach Alpha scales from 0.7 to 0.8 is used. The highly reliable scales from 0.8 to nearly 1 was good measurement scales. Correlation coefficients said variable total of variable relations with the average observed variations in scale.
Homogeneity of the measurement items is indicated by the internal consistency of measures. Accordingly, Cronbach’s alpha values were calculated for each constructs and alpha values shown in Table 01 are acceptable with the cut-off value 0.7 (Hair et al. 2006). In addition to the calculation of alpha values, factor analysis was applied to assess the construct validity. Kaiser-Meyer-Olkin (KMO), Average Variance Extracted (AVE) and Construct Reliability (CR) values are also considered to determine the construct validity.
Introduction This report will examine two program learning outcomes that I believe I possess, which are communication and teamwork. The extent to which I possess these skills will be proven through analysing evidence from self-assessments and particular incidents that illustrate either the strengths or weaknesses of these skills. In addition, this report will also use this information to devise SMART goals that I can work towards achieving throughout the semester to further improve the areas of weakness. Self – Reflection When reflecting on my teamwork skills, I drew on evidence from the completion of a number of self- assessments. One of these self- assessments determined my overall attitude to teamwork and revealed that I scored 44/50 points.
Hereby, they gave a detailed discussion seeking to justify the reasons behind the reliability and validity of the 16PF. Considering its relative newness, the reliability and validity of the Leadership Effective Scale can be directly attributed to its developers who considered the scale reliable because of its internal consistency as well as its coefficient alpha ratings ranging from 0.81 to 0.88 (1). Notably, I have in the past established the split-half method as a means of testing the reliability of an instrument. Nevertheless, the test that would be considered most appropriate is to be used in testing
While good attitudes is assignable in workplace too. Attitudes, which act as an important variable to indicate success in workplace. They are not about “good” or “bad”, but they are simply the ways of thinking. Most of the hires fail because they have neither or lack of one. Yet they still keep spending their time and resource to develop their technical skill but not on the workplace skill and their attitudes.
The definition and concept of employability has been in discussion from several years and with the passage of time, the interest is growing further. With the increase in promoting graduate employability, various studies and researches are developed with in-depth taxonomies and breakdowns for specific attributes and skills needed to endorse and support graduate employability like key skills, transferable skills, functional knowledge, industry information, common skills and skills for life (DeRosa, 2001). As mentioned by Weinberg & Gould (2014), majority of the employers are searching for graduates who are dedicated and proactive especially in the field of sports and tourism industry with having higher skills like analysing, reacting and synthesising
Five factors which are content ,design ,unity ,accuracy, and punctuation were considered in this questionnaire .The reliability was also calculated. The scale was found to have Cronbachs Alpha reliability coefficient of 0.90. 3.3.3 Attitude towards Writing Questionnaire
Al-Mamun, Rahman and Hossaim (2012) define this term as a psychological structure that defines a particular behavior. Brown (2001) (cited in Inal, Elvin, Saracaloglu , 2005), the attitude is characterized by the majority of emotional involvement in the feelings of self, in the relationship in the community. On the other hand, unless students have a positive attitude, and attitudes may come from life experience, learning will not come easily. Therefore, attitude can affect the success or failure of learning, it plays a vital role. According to Ajzen ( 2005), like any personality trait, attitude is a hypothetical structure that is directly unobserved.