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There has been sustained interest in how to support doctoral students through the often-gruelling journey they undertake from enrolment to graduation. Although doctoral numbers and successful completions have been steadily increasing globally as well as in Australia, the quality of student progression and outcomes has been widely interrogated and criticised in the literature that is reported in this paper. The authors’ interest as experienced research higher degree supervisors and research leaders in the creative arts and humanities prompted a research project that aimed to better understand the challenges and breakthroughs involved in completing a doctorate from the perspective of candidates themselves.

This was implemented through an action learning collaboration with 18 students from three Australian universities facilitated by four research supervisors.

The main findings presented in this paper include the necessity for maintaining, brokering and supporting a range of relationships; understanding expectations of research study and embracing the need for agility in managing these; and finally, using techniques to improve personal agency and ownership of the transformative journey of research higher degree candidature. The importance of establishing an understanding of the multidimensional human experience of doing a doctorate and providing appropriate support through enhanced forms of research training emerged as a core finding from this research project.

The relatively small number of research participants in this study and the discipline-specific focus prohibits generalizability of findings; however, the collaborative, action learning method adopted represents an approach that is both productive and transferable to other contexts and disciplines.

Further research might investigate the relevance of the findings from this research to doctoral students in other disciplines and/or institutions or apply the collaborative action learning approach to doctoral training presented here to a range of contexts and cohorts.

Improving doctoral training options to support the multidimensional needs of candidates can better assure the mental and emotional well-being of doctoral students (essential to their continuing intellectual development and sense of agency) through developing sustainable relationships and realistic expectations. This in turn has the potential to address the consistently high attrition rates in doctoral programmes.

This research contributes new insights from doctoral students on the challenges and breakthroughs experienced by them as they pursue original research through formal study and present a novel, collaborative and empowering approach to doctoral training that can be applied in diverse setting.

Nancy F. Hardy named as Education Specialist for Engineering Index. The appointment of Nancy F. Hardy as Education Specialist has been announced by John E. Creps, Jr., Executive Director of Engineering Index, Inc. In this newly created position, she will coordinate the educational efforts of the corporation. Her duties will include conducting and participating in user workshops, developing materials (both audio‐visual and printed) for users' self study, serving as operational officer for cooperative efforts in research and development for education, and liaison with the customer services functions.

The purpose of this study is to validate, in an Italian sample, a multidimensional training motivation measure (T‐VIES‐it) based on expectancy (VIE) theory, and to examine the nomological network surrounding the construct.

Using a cross‐sectional design study, 258 public sector employees in Northeast Italy (participating in a range of employer‐sponsored training programs) filled out the T‐VIES‐it and questionnaires on goal orientation, job support for learning, and intention to transfer learning gained through training to the workplace. To validate the T‐VIES‐it and test its nomological network confirmatory factor analysis and structural equations models were used.

Results showed acceptable confirmatory factor analysis fit indices and psychometric properties of the T‐VIES‐it. Acceptable fit indexes were also found for the structural equations models tested. The modified model showed significant relations between learning goal orientation and the three dimensions of training motivation; and between the expectancy subscale and job support and intention to transfer.

The paper highlights that the T‐VIES‐it is a validated multidimensional assessment of training motivation, and the first its kind in Italian. The scale should provide value in training evaluations and in research related to training motivation.

The purpose of this article is to analyse the mediating effects of perception of learning between occupational satisfaction, affective reactions, utility reactions and perceived training transfer.

The participants in the study were 185 Portuguese teachers who attended a professional training programme.

The results of this study show that occupational satisfaction, affective and utility reactions are associated with perception of learning and perceived training transfer. Furthermore, the results also reveal that perception of learning fully mediates the relationship between occupational satisfaction and perceived training transfer and partially mediates the relationship between affective reactions, utility reactions and perceived training transfer.

Results are based on self‐reported measures to evaluate training transfer.

Organisations interested in maximising their return on investment on training and development should regularly monitor the employees' level of satisfaction with their occupation and determine whether new actions need to be taken regarding human resources practices or the working conditions. To enhance training transfer, careful attention should be given to the training design in order to ensure that it reflects the trainees' needs previously identified and to guarantee that trainees acquire a good level of learning in the programme.

The present study extends the empirical literature about the predictors of training transfer, showing that learning can play a mediating role between some predictors and transfer.

Concerning trends in graduate education, such as high attrition and underdeveloped skills, drive toward a new doctoral education approach. This paper aims to describe and propose a transformative doctoral education model (TDEM), incorporating elements that potentially address these challenges and expand the current practice. The model envisions discipline-specific knowledge coupled with a broader interdisciplinary perspective and addresses the transferable skills necessary to successfully navigate an ever-changing workforce and global landscape. The overarching goal of TDEM is to transform the doctoral student into a multi-dimensional and adaptive scholar, so the students of today can effectively and meaningfully solve the problems of tomorrow.

The foundation of TDEM is transformative learning theory, supporting the notion learner transformation occurs throughout the doctoral educational experience.

Current global doctoral education models and literature were reviewed. These findings informed the new TDEM.

Designed as a customizable framework for learner-centered doctoral education, TDEM promotes a mentor network on and off-campus, interdisciplinarity and agile career scope preparedness.

Within the TDEM framework, doctoral students develop valuable knowledge and transferable skills. These developments increase doctoral student career adaptability and preparedness, as well as enables graduates to appropriately respond to global and societal complex problems.

This proposed doctoral education framework was formulated through a review of the literature and experiences with curricular design and pedagogical practices at a research-intensive university’s teaching and learning center. TDEM answers the call to develop frameworks that address issues in doctoral education and present a flexible and more personalized training. TDEM encourages doctoral student transformation into adaptive, forward-thinking scholars and thriving in an ever-changing workforce.

At present, the scale of China's floating population has reached 376 million people. Compared with the local inhabitants, the poverty problem of the floating population is more complex, and this problem should also attract the attention of all sectors of society. This paper aims to measure and analyze the multidimensional poverty of the floating population in China.

The data used in this paper are the data of the China Migrants Dynamic Survey (CMDS) in China. This survey is a large-scale national migratory population sampling survey organized by the China National Health Commission, covering 31 provinces (autonomous regions and cities) and other autonomous regions. This paper uses the dynamic monitoring and Alkire and Foster (A-F) method to study the multidimensional poverty problem of the floating population.

This study finds that income poverty is no longer the main type of poverty faced by the floating population. The multidimensional poverty of the floating population mainly occurs in the social security and education dimensions, of which social security has become the most severe poverty dimension of the floating population. From the perspective of group differences, compared with the floating population in urban areas, the multidimensional poverty of migrant workers is more serious. However, the poverty of migrant workers is mainly concentrated in one-dimensional poverty and two-dimensional poverty.

In the future, the authors should focus on the social security of the floating population in the place of influx and the education of the floating population.

Through the review of the existing literature, the authors find that the current research on the multidimensional poverty of the floating population is mainly concentrated on the migrant worker groups that move from rural areas to urban areas. However, insufficient attention is paid to the urban floating population groups moving between cities.

While training is seen to be of high importance in ensuring adequate human reliability, both in human reliability theory and practice, the question of what “adequate training” actually entails is rarely addressed in this field. Many techniques of human reliability assessment, for example, utilize a “performance‐shaping factor” called “training” to help to quantify human error probabilities. However, these techniques do not specify in a useful way how it is decided whether training is good or poor. Similarly, the training analyst working within what are termed “mission‐critical applications” also utilizes quantitative techniques to assist in the definition of training dimensions which contribute to training effectiveness. Such dimensions are essential to ensure that the performance shaping factor of training is effective when the cognitive and motor skills are transferred to the operational environment. Explores the approaches which are commonly used both by the training analyst and by the human reliability practitioner, and indicates where the sharing of approaches and data may provide valuable insights into the relationship between effective training and human reliability.

The purpose of this paper is to build and test an integrative model of leader identity as an important mechanism explaining why reactions to leadership training associate with leader effectiveness. It is proposed that this mediation relationship is conditional on leadership experience (i.e. time in a formal managerial role), such that it will be weaker for more experienced leaders because they already possess complex leadership-related knowledge and skills.

Hypotheses were tested using a sample of German managers (n=196) in formal leadership positions (i.e. with direct subordinates) across a range of industries. Data were collected using online questionnaires. The proposed first-stage mediation model was tested using the structural equation approach.

Leader identity was found to mediate the relationship between reactions to leadership training and leader effectiveness. This mediation was conditional upon leadership experience, such that the indirect effect only held for less, but not for more, experienced leaders.

The findings should be interpreted with caution because all data are self-report and cross-sectional.

Leadership training for senior leaders should qualitatively differ (in terms of content and length) from that for novice leaders.

Leadership training can substantially improve managers’ ability to lead effectively. The present study is the first to establish leader identity as a motivational mechanism that explains this relationship. This is also the first study to test for the role of leadership experience in leader development.

This paper aims to demonstrate that aspects of a rational or functional character and aspects of an emotional and social nature condition the perceived value of the exchange relationships among firms in an industrial cluster.

The research uses structural equation models (SEM) to test the models and applies the maximum likelihood estimation method in all the causal models obtained in the course of the data analysis.

The results obtained support the hypotheses put forward, and in particular the importance of emotional and social values in industrial relations.

Recent advances in consumer and services marketing consider that perceived value and satisfaction are central to explaining customer loyalty. However, very few studies in B2B explain the multidimensionality of perceived value. For this purpose, the authors test their working hypotheses in the Spanish ceramic tiles cluster. Specifically, they analyze the relationships between manufacturers and a supplier of frits, enamels and ceramic colors and related services.

An empirical study demonstrates that experience and interpersonal relationships are more important than price and switching costs in an industrial cluster context. The empirical study and the results provide evidence for managers: the critical influence of the emotional and social values perceived by the customer on his level of satisfaction and on the achievement of final loyalty.

The paper highlights the importance of the most intangible dimensions of value for the relations between companies in an industrial cluster.

The purpose of this paper is to investigate students' social networking strategies based on learning values in the social context of Iranian universities.

This research has used the case study method to investigate students’ networked learning (NL) strategies among students of four different universities in the context of Iran. They were explored by semistructured in-depth interviews about the nature or current conditions of their study life. The data were analyzed by the qualitative analysis method based on the systematic approach of Strauss and Corbin (1998).

The researchers in this study found the special concept of NL in the social context: “NL as a continuous process of thinking to understand the environment through multiple/ diverse careers of learning knowledge and skills for environmental modeling towards creating added-value.” According to this definition, various networked strategies were identified as follows: 1) interactive and multidimensional searching, 2) multidimensional studying and learning, 3) environmental and social management, 4) studying and social wandering.

Designing dynamic curriculum, which integrates various careers of learning, multidimensional knowledge and abilities and subject matters with environmental events and social structures of the society. Given the exploratory nature of the research, the paper cannot provide empirically justified findings.

The research had identified diverse approaches of networking strategies, which do not appear just as a positive instrument to improve learning conditions. However, there is such an extreme degree of social wandering among students in universities that makes their efforts useless.