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This study examines the management practices and alignment features needed to develop academic staff’s careers, mainly focusing on teaching competencies in the evolving landscape of Cambodian public universities.

A multiple-case research design was adopted to collect data from interviews with 11 academic leaders and focus-group discussions (FGDs) with 13 academic teachers at two public universities in provincial Cambodia. A thematic approach was performed to code and analyse data to address the research questions.

This study found that the management of academic careers in the selected universities was hybrid, deregulating state control to relative institutional autonomy for contracted employees but rather centralised management for civil servants. However, weak institutional leadership and negligence in formulating comprehensive institutional guidelines for strategic human resource management (HRM) have caused misalignments of management practices to develop academic careers in the studied contexts.

This case study limits its findings to two universities in provincial Cambodia. Nevertheless, this study adds to the scarce literature on the research topic in Cambodian public universities and opens a path for cross-institutional and national comparative studies on similar foci.

This is a ground-breaking study set in the evolving space of Cambodian public higher education, where attention to the research area remains limited.

Tertiary education has been going through dramatic transformation in recent times. Such transformation is seen in teaching and learning at tertiary education. This study, therefore, aims to understand the transformation of teaching and learning in tertiary-level education, particularly by accounting the experiences and perspectives of postgraduate learners.

The study narrowed higher education transformation into four key drivers such as expansion, excellence, extension, external and explored their dynamics and impacts for teaching and learning in tertiary education. The data was gathered from 25 doctoral students from three different cohorts, who shared their critical reflection on their experiences and perspectives on the transformation of teaching and learning in a reflective journal. The 25 reflective journals were used as the qualitative transcripts for analysis. Standard required ethical protocols were followed in the research. The results were analysed using thematic analysis.

The findings indicate that teaching and learning in the higher education are transformed largely using technology, by engaging various stakeholders, several pedagogic methods, a range of assessments and numerous contents and materials. The findings suggest that higher education transformation has affected teaching and learning in tertiary education positively in the UAE, while identifying some relevant areas for improvement.

Single data and small sample size (although suitable for the study) are the limitations. The experiences and perspectives of the postgraduate scholars on teaching and learning offer relevant insights for postgraduate learners, academic, researchers, curriculum developers, policymakers. The study asserts that accounting student's experiences and perspectives supports the understanding on the transformation of teaching and learning in tertiary education.

The study contributes to the ongoing debate on how students are helping shape teaching and learning practices in tertiary education, particularly from the UAE context using informed critical reflection. The study contends and concludes that teaching and learning in tertiary education are continued to be shaped by emerging trends and development.

In North America, the profession known as ‘research management’ elsewhere across the globe, is often known as ‘research administration’ and encompasses the activities and work associated with developing, administering, accounting for and complying with sponsor requirements, guidelines, procedures, and laws relating to externally funded projects. In the United States and Canada, the expansion of respective federal government agencies and programmes was the major factor for the need and growth of the research administration profession. Initially, administrative and business staff often administered research funding, however over the decades, a fully-fledged profession has evolved with distinct specialisations. Both the United States and Canada now have maturing professions and professional societies to organise and advance research administration. This chapter outlines the chronological origins, growth, and professionalisation of research administration in North America, with a focus on the United States and Canada. Mexico has not yet evolved a formalised research administration infrastructure.

The aim of this article is to compare images of ideal leadership between independent elementary and secondary schools and research universities using a standardized set of values, and to compare these ratings with an empirically‐derived model of effective group leadership.

Ratings by individuals within independent and higher education on the systematic multiple‐level observations of groups (SYMLOG) constellation of 26 values were compared with each other and the empirical model of most effective team leadership.

Differences consistent with expectations were noted between the two groups and with the model, confirming and describing what had previously been anecdotal. The independent education ideal was a preference for leadership that nurtures and protects individuals while equitably enforcing rules and regulations, whereas the higher education ideal contained greater elements of collaborative work and shared decision‐making by faculty.

While grouping the data by industry sector, this research says little about possible variations within each group; e.g. between public and private universities or between religiously affiliated and nonsectarian schools. Likewise, the preponderance of subjects are from institutions in the USA, perhaps limiting the usefulness of the findings for other countries.

Leaders or those aspiring to lead in higher and independent education could benefit by balancing their approach between what stakeholders see as ideal and the empirically‐derived model of effectiveness.

This research demonstrates differences in preferred modes of leadership that previously have been only anecdotally conjectured. By finding subtle differences in ideal preference between elementary/secondary schools and research universities, the study further describes possible cultural variation within the education sector.

This case study will illustrate how the Southern African Research and Innovation Management Association (SARIMA) set in motion a professionalisation journey through close collaboration with its members while leveraging strategic partnerships and funding opportunities. The case study will highlight the impetus that inspired the journey, and the outputs aimed at accelerating the professionalisation of research management and administration (RMA) beyond Southern Africa.

The purpose of this paper is to examine how a foresight project supports institutional positioning efforts through joint sensemaking.

This paper describes a case study that investigated the design, implementation, and outcomes of a foresight project at a Finnish higher education institution that selected sales and services as its institutional focus areas. According to the institutional strategy, all students should have acquired solid sales and service skills before the completion of their studies. The foresight methods used in this study were e-Delphi, futures workshops, and futures narratives. The data gathered in this iterative foresight process resulted in the delineation of eight future sales and service roles and their related competences, which were subsequently used for redesigning curricula, new programme development, and personnel training.

With the careful choice of foresight methods, the organisation was not only able to define future competence needs based on the collective wisdom of its stakeholders, but also fostered the organisation’s strategic transformation process.

This paper gives insight into how to use a foresight process to foster institution-wide change.

This is one of only a few studies on how higher education institutions could implement their positioning strategies.

This study aims to propose a comprehensive model for assessing the quality of academic programs in higher education institutions (HEIs) by adopting the TQM philosophy.

Based on a sample of 377 responses from higher education academics, experts and professionals in Sweden, partial least squares structural equation modeling (PLS-SEM) technique was used to empirically test the proposed hypotheses and validate the model.

The model reveals that the input-based factors have a stronger impact on the process-based factors; while process-based factors have less impact on the output-based factors. The input-based factors: adoption of international pedagogy standards (IPS), education infrastructure (EDI), and work/study environment (WSE) through the process-based factors quality of students (QOS) and quality of faculty staff (QFS) is found to have a significant impact on output-based factor quality of academic programs (QAP).

This study has been conducted in Sweden. Inclusion of other countries provides opportunities for further analysis by conducting cross-comparison between different cultures in higher education, and including additional stakeholders such as policymakers, parents and students.

This research also contributes to practice by providing an in-depth understanding of the relationships among variables that affect the quality of academic programs in HEIs, and provides insights to internally assess the quality levels of their academic programs

This study contributes to the knowledge by providing a holistic view in which it integrates input, process and output perspectives in a conceptual model to assess the quality of academic programs at the higher education level.

The emergence of Research Management and Administration (RMA) is a result of the pressure on academics to secure research funding from external sources, the increasing competition for these funds, as well as the rising requirements of research funders in terms of reporting and compliance with regulations. This is relevant in the case of the current Horizon Europe Framework Programme for Research and Innovation (HEU) funded by the European Union (EU) which requires important level of professionalisation of the research support staff on behalf of the applicant institutions. Data management, open science, research ethics and integrity, achieving impact beyond academia and the valorisation of project results can be regarded as non-research specific criteria which have to be met by applicant organisations to secure the highly competitive funding. Meeting these non-specific criteria is not always possible in countries whose performance is lagging behind compared to the Western European competitors in EU-funded programmes, such as Hungary.

Our findings reveal two things. First, research support in Hungary is in its early stage of maturity, similary to many countries in Central and Eastern Europe. In several cases, Research Managers and Administrators (RMAs) do not possess the knowledge necessary to meet the non-research specific criteria even if the knowledge is present at the institution or with other colleagues. Second, due to the continuously increasing participation in EU-funded framework programmes (FPs), the state of research support in Hungary is constantly evolving. There is also willingness to learn and improve capacities, which needs strategic planning, studying others’ examples and their adaptability. Such processes can support the capacity building and professionalisation of research offices not only in Hungary, but in countries of the Central and Eastern European region with a similar maturity level of RMA.

The purpose of this exploratory study was to identify those corporate sales activities that lead to teams' higher rates of retention of corporate customers. Twenty-two of 29 National Basketball Association (NBA) teams participated. Teams were categorized based on their success at retaining corporate customers for the three-season period 1998-99 to 2000-01. Key conclusions that led to higher rates of customer retention were: 1) teams having total control over the sale of corporate inventory; 2) corporate sales staff training; and 3) teams understanding that customers needed assistance in the activation of sponsorship programs.

The study aims to explore the experiences of nursing personnel in private health care organizations in Lithuania, in terms of their work motivation and satisfaction, promotion and quitting the job, interpersonal interaction at work and to identify areas for sustainable improvement to the health care services they provide.

The research problem includes the following questions. What is the attitude of nursing personnel to the existing elements of motivation in private health care organizations? What organizational tools should be developed in order to improve the motivation of nursing personnel? The sample consists of 237 registered nurses practitioners and 30 nurses' managers working in private health care sector. Methods: data selection: questioning survey; data analysis: descriptive statistics, correlation and factor analysis (using SPSS for Windows 12.0). The research instrument involves 99 closed‐ended items divided into 11 evaluation blocks; Cronbach α of every part ranges from 0.68 to 0.85.

Results showed no statistical differences among nurse practitioners and executives of what motivates them in private health care organization as workplace and illuminated factors that decrease and increase motivation among nurses. Motivation decreases, when nurses are not empowered not autonomous in activity; nurses' competencies (specific professional and general) are not applied in full value, e.g. managerial, educational, social‐psychological, clinical/expertise; decisions are not made collectively; in organization does not exist mechanism of information‐sharing; meetings of personnel are not prepared methodically. Motivation increases when the nurses collaborate with physicians by parity; nursing profession is respected and recognized as autonomous and valued by themselves and other health care specialists; the interpersonal communication is effective and conflicts are solved constructively.

A major weakness is that the characteristics of the present sample may limit the generalizability of the results. The major implication is that the paper supports the prediction for characteristics of motivation among health care workers in private health care organizations with perspective of nursing personnel.

The paper examines in a private health care sector the factors that increase and/or decrease the motivation of nursing personnel.