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Abstract - Depression, Self-Esteem and Sociodemographic Determinants of Suicidal Ideation Among University Undergraduates
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Abstract: The study examined the direct effects and interaction effects of depression, self-esteem, age and religious affiliation on suicidal ideation. A total of 241 (Mean age=18.89; female=52.7%) university undergraduates in a Nigerian university that were selected through convenient sampling procedure responded to the Rosenberg Self-Esteem Scale, Beck Depression Scale (Short form) and Suicidal Ideation Questionnaire. Results of the Two-Way ANOVA revealed a between subject significant main effect of depression, (F = 11.27, p<.05, ƞp2 = .089) and a non-significant main effects of self-esteem, (F= 1.82, p>.05, ƞp2 = .015) on suicidal ideation. The interaction effect was not found to be significant (F= .49, p<.05, ƞp2 = .008). however, age (F = 8.06, p<.01, ƞp2 = .064) and religious affiliation (F = 9.41, p<.05, ƞp2 = .038) were also found to have significant main effects and interaction effects (F = 40.85, p<.01, ƞp2 = .045) on respondents’ suicidal ideation. The study concluded that depression, age and religious affiliation influenced suicidal ideation among college students. Keywords: Depression, religious affiliation, self-esteem and suicidal ideation. |
EDITORIAL: New Research on Global Talent Management
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Abstract - Employer Branding: The Power of Attraction in the EB Group
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Abstract: Employer branding of companies, organisations, and firms have recently been in focus as an essential dimension in the process of recruitment facilitating the attraction and retention the best talents. The purpose of this study is to examine the power of attraction of the EB Group, as an employer brand, considering the perception that students who attend higher education have about it. A self-administered survey was collected from 100 university students in Portugal. The results show that the EB Group has a strong brand. Furthermore, it is also an organization recognized not only for the quality of its products, as well as for the concern for customers. This study also proposes some managerial implications for companies, CEO`s, human resources and marketing directors, and further research directions within this article. Keywords: Employer branding, attract, retain, organizational culture, EB Group. |
Abstract - 4.0 Leadership Skills in Hospitality Sector
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Abstract: This paper intends to analyses leadership skills in the hospitality sector in the era of 4.0 industry. The purpose is to explore the role of multi‐level forms of leadership and the profiles identified by the hospitality professionals. This is a quantitative study based on an online survey applied to two hotels, and the following research question have guided the present study: What are the 4.0 Leadership Skills in the hospitality sector? To answer the research question, the main technique to collect data was a questionnaire allowing to investigate the main issues related to 4.0 leadership skills. The results of the research are the identification of the leadership skills profiles, being this research significant for managers and leaders when developing organizational interactions from a multi‐level efficacy perspective. The conceptual contribution of the paper is a fresh macro‐analytical perspective concerning 4.0 leadership skills in the hospitality sector. Keywords: Leadership, employees, 4.0 hospitality organizations, technology, emotional and relational skills. |
Abstract - Strategic Management and Retention of Talent: Challenges in the Portuguese Army
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Abstract: Organizations are made up of people, their most important asset. The Armed Forces are no exception in this context, quite the opposite. Despite all the developments in military equipment, especially in the last century, the human component continues to be a determining factor in the overwhelming majority of the weapons systems. The investments that have been made to the military, in terms of academic, technical and operational training, have contributed to increasing their skills and abilities in a professional career that, today, is facing even more asymmetrical challenges. Different levels of motivation, different career aspirations linked to organizational constraints and different economic contexts, have led to an increasingly difficult strategic management of human resources in the military areas, such as the Portuguese Army. This article addresses the urgency of retaining talent in the Portuguese Army, at a time when this branch of the Portuguese Armed Forces is confronted with new assignments, missions and challenges. Keywords: Active Service, Motivation, Portuguese Army, Professional Career, Reserve, Retention of Talent, Retirement, Strategic Management. |