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This study aims to ascertain student perceptions of a quality experience in higher education. The empirical research made use of focus groups involving a range of higher education students. The main findings are that the quality of the lecturer and the student support systems are the most influential factors in the provision of quality education.

Aims to explore the various factors that influenced the outcomes of an orientation course for nurses and midwives entering higher education for the first time. Data were gathered by questionnaire and findings analysed to determine potential enabling and inhibiting factors affecting individual academic performance. Evidence suggests that there are a number of interrelating influences which affect success or failure and quality issues related to courses of this type must take a wider view than just the initial academic profile of the individual.

Responding to government initiatives which demand that quality in education be identified in a measurable way, nursing, in its move to professionalization, has sought to gain academic parity with other professions allied to medicine and has entered higher education (HE) institutions. In setting up new courses, it is now necessary to work within an identified model of quality and use it as the basis for evaluation. Describes how the authors set up an access module for nurses who had never studied within HE but had come from a traditional “training” background. In the early planning stage it became evident that no established framework for quality was suitable for this module. As a result, a model was designed based on the work of several authors (Donabedian, 1966; Holzemer, 1992 and Maxwell, 1984). The major categories within this model were identified as context, process and outcome. These were chosen from the literature as they reflect key concepts in nursing practice familiar to all nursing practitioners. Within each category, several sub‐components were later identified. Having used this model to plan, implement and evaluate several modules over a two‐year period, it appears to be a useful tool in recognizing and measuring appropriate quality issues for access courses for nursing. Although it was constructed specifically for this purpose, it could be of use in a wider education arena for mature students returning to study.

This article introduces a systems‐centered model for emotional intelligence (EI). This makes it possible to consider not only the emotional intelligence of individuals, but the emotional intelligence of work groups and organizations themselves. Agazarian's theory of living humans systems (TLHS) (and its constructs) applies to all levels of living human systems. Using these constructs, we operationally define emotional intelligence from a systems‐centered framework (Agazarian & Peters, 1981, 1997). From the systems‐centered perspective, individuals contribute energy that is necessary for organizational emotional intelligence. Yet equally important, emotional intelligence in organizations is a dynamic output of the function and structure and energy of the organizational system itself, rather than a property of individuals. This conceptualization extends the focus in the field of emotional intelligence from individuals with a selection and personnel development emphasis and instead to building work groups and organizations that function with greater emotional intelligence. Introducing a systems‐centered perspective on emotional intelligence enables emotional intelligence to be viewed at all system levels in the organization, including individuals, work teams and the organization itself.

This paper aims to explore how in Irish small- and medium-sized enterprises (SMEs), problem-based learning (PBL) could possibly provide a paradigm which addresses two key research objectives: What are the learning needs and challenges faced by Irish SMEs? and How could PBL satisfy these needs through integrating formal and informal learning?

An action research methodology was adopted using Lewin’s (1994) action research cycle. In the reconnaissance stage, surveys and focus groups were conducted with a purposive research sample of Irish SMEs regarding their learning needs and challenges. Based on these results, a plan was formulated to adapt the traditional PBL model into a workplace PBL model (wPBL). Lastly, the wPBL model was implemented and evaluated in 42 SMEs.

The research identified several specific learning needs for SMEs, namely, learning that is cost-effective, tailored to the company and its challenges, immediately applied, demonstrates a tangible outcome (is measurable), organically fostering a learning culture, addresses knowledge gaps, continuous, develops communication, team work, problem-solving and technical skills. The traditional PBL model was adapted into a wPBL model to meet the above learning needs of SMEs. It was found that the wPBL model had the potential to address long-standing company problems (making it cost-effective), facilitate continuous learning and develop horizontal and transversal skills such as problem-solving and communication.

Much of the learning that takes place in SMEs is incidental or informal, and often does not contribute to the long-term sustainability of the organisation. This paper aims to propose a practical framework using wPBL to structure incidental and informal learning in SMEs so that it provides an immediate benefit to the company. To date, there has been little research into the application of PBL outside higher education, and the paper proposes a framework to assist the transition of PBL to a workplace environment.

Identifying appropriate responsibilities and positions needed for successful business process management (BPM) initiatives has become a challenge. Past research efforts have been based on homogenous small samples. The purpose of this paper is to validate a BPM position and responsibility framework among a larger BPM community, by measuring the framework's validity, reliability, and level of agreement among BPM professionals.

A survey of 111 BPM practitioners (19 percent outside of the USA), representing 98 different organizations (primarily in business services, manufacturing, public administration, and finance), was conducted to measure the construct validity and reliability of an existing BPM position and responsibility framework.

The results indicate that the BPM responsibilities possess adequate reliability, and that the framework demonstrates excellent convergent and discriminant validity. BPM professionals indicated significant agreement with the four proposed BPM positions, along with responsibilities associated with the three higher level BPM positions. Interesting patterns of disagreement emerged for responsibilities associated with the lowest level BPM position.

This study furthers the understanding of BPM competencies required for BPM success. Continued research efforts are needed to understand how this BPM position and responsibility framework can work in actual BPM settings.

This research relates to process organization and the core competencies required for BPM initiatives, assisting in the identification and alignment of appropriate responsibilities and positions required for BPM success.

This paper represents the first large‐scale study of industry best practices in defining and validating positions and responsibilities associated with the BPM field of work.

This study reports the results of a survey of teaching staff in the UK and China and two cohorts of Chinese students. We explored perceptions of a Transnational Education (TNE) course taught by UK teachers at a Chinese university to ascertain similarities and differences in perceptions and to help inform future TNE design and provision.

Teachers in the UK (N = 10) and Chinese University (N = 20) and two cohorts of Chinese students (N = 102) completed questionnaires about their perceptions of the collaboration, including why they thought the university had developed the course and the benefits and risks of the course. They were also asked why they personally or why they thought the students had enrolled in the course. Questions were a mix of forced choice and open response formats.

Prior to the course commencing, differences were identified between UK and Chinese teachers in their perception of the risks and benefits of the course and the challenges students might face. Differences were also seen in teachers' and students' views about why students enrolled and their expectations about the course. The TNE is no longer running and many of the reasons for this were identified by our participants before the course had begun.

This suggests the importance of engaging with various stakeholders in the setup of TNE to ensure a close match between staff, student and institutional expectations of the course. This is likely to increase the likelihood of success of such programmes.

Seeks to undertake research of Generation X women in high technology in order to determine what type of corporate environment would support their needs for professional success, personal fulfillment, and sustain longer‐term employment.

This qualitative study looked at high‐potential Generation X women (born between 1965‐1980) within the high‐technology industry and explored their relationship with work which means how they interact with bosses, peers, subordinates, and the corporate culture.

The study found that, for Generation X women, personal fulfillment was intrinsically connected to professional success, and that they wanted support from their companies in terms of mentors for guidance and development, opportunities to excel, recognition for efforts, relationships, and flexibility to achieve work/life balance.

The sample size was small and, while the research applies to the high‐technology industry, care would need to be taken in wholesale application to all industries. The way Generation X women perceive the importance of work/life balance carries implications for corporations in terms of training, development, promotional practices and corporate culture.

If companies can provide a cultural environment to support attainment of professional success and personal fulfillment as defined by these women, it may provide a link to longer‐term employment, reduced employee turnover, and improved bottom line corporate performance.

The purpose of this paper is to examine first-year principals’ sense-making about two potentially conflicting demands as they take over low-performing urban schools: the demand to exert control over their teachers’ practice, and the need to build their teachers’ trust, collegiality, and commitment.

This study draws on a series of surveys and interviews with 12 first-year principals that took over some of the lowest-performing public schools in one large urban district.

Some principals begin their first year seeing their work to build accountability and commitment as complementary, while others see these two areas as in tension. Principals remain relatively consistent in these approaches over their first year on the job, although some principals change their views, generally coming to see these two areas as increasingly separate over time.

Future work should examine principals’ work to balance the demands of accountability and commitment in a variety of organizational contexts.

Principal preparation may benefit from training principals on the particular challenges they may face as they work with teachers in low-performing schools. Accountability systems may also seek to alter the demands placed on novice principals.

Despite the centrality of principals to school improvement, the prevalence of high-stakes school accountability, and findings on the importance of commitment to school success, little empirical research has examined how principals make sense of the potentially conflicting demands of accountability and commitment in highly pressured circumstances.