@conference {3890, title = {Assessing transversal competencies for the future of graduate work: An adaptation of the Multiple Mini-Interviews method.}, booktitle = {13th annual International Conference of Education, Research and Innovation}, year = {2020}, month = {november}, publisher = {ICERI}, organization = {ICERI}, address = {Seville, Spain}, abstract = {

The job market places increasing value on graduates{\textquoteright} transversal competencies such as working in multidisciplinary and multicultural teams. In accordance, the development of transversal competencies is nowadays a learning goal across Higher Education Institutions (HEIs). An assessment is needed to determine students{\textquoteright} competencies throughout their learning journey and at conclusion of their graduate studies (Bachelor and/ or Master degree). This paper aims to present an answer to this challenge and describe the adaptation of the Multiple Mini-Interviews (MMI) method (internationally used for the assessment of transversal competencies in Healthcare education selection procedures), to assess transversal competencies of graduate students from several education areas, focusing on different work contexts. The steps for the adaptation of the MMI method included the mapping of the relevant competencies for the future of work, followed by a group brainstorming for the scenarios{\textquoteright} construction, the selection of scenarios to be tested, the definition of the assessment criteria and scale, the assessors{\textquoteright} and simulated human characters{\textquoteright} training and calibration, and the preparation of the pilot study. This adaptation process resulted in a MMI circuit with 10 stations, each one aimed at assessing three or four of the following transversal competencies: problem solving, generation of novelty, open mindset, learning to learn, positive professional attitude, teamwork, communication, leadership and market orientation. A 10-point Likert scale and criteria for performance assessment were developed and included in a manual for the MMI application to guide interviewers and simulated human characters, who participated in a training process to foster the understanding of the MMI method and the improvement of the MMI method materials. This was the first step towards the construction of a method aimed at supporting HEIs in the assessment of their students{\textquoteright} transversal competencies profile, their readiness for the transition for the labour market and, potentially, in the identification of gaps for improvement.

} } @conference {3889, title = {The Multiple Mini-Interviews as a method to assess transversal competencies for the graduate job market: A pilot study}, booktitle = {13th annual International Conference of Education, Research and Innovation}, year = {2020}, month = {november}, publisher = {ICERI}, organization = {ICERI}, address = {Seville, Spain}, abstract = {

Higher Education institutions are investing in the development of students{\textquoteright} transversal competencies to respond to labour market demands. In such a context, the relevance of a measure to assess graduate students{\textquoteright} job readiness has been highlighted. A pilot study was conducted to analyse the feasibility of adapting the Multiple Mini-Interviews (MMI) method with 10 stations to assess transversal competencies across different scientific fields. The examinees were 16 students from two Portuguese universities of different scientific fields (e.g., Economics, Education). The study also involved 19 interviewers and five simulated human characters. Upon completion of the MMI, data on students{\textquoteright} perceptions and acceptability of the MMI method were collected through two focus groups and a self-report questionnaire. To evaluate the MMI{\textquoteright}s fitness to the purpose and ability to discriminate individual performance, the interviewers and simulated human characters also participated in a focus group. Interviewers also answered a questionnaire on their perceptions about the station they were involved in. The results indicated that the MMI method allowed to discriminate participants according to the target transversal competencies and that it gathered good reliability indices for internal consistency and interrater agreement. The analysis of the participants{\textquoteright} perceptions revealed that, overall, the MMI is potentially a method fit for the purpose of assessing transversal competencies necessary for the job market. The results are discussed considering their implications and the limitations of the study.

} } @article {4090, title = {Empenhamento(s) organizacional(is): Dois la{\c c}os afectivos, dois instrumentais, um normativo e um de aus{\^e}ncia}, journal = {Comportamento Organizacional e Gest{\~a}o}, volume = {10}, year = {2004}, pages = {207{\textendash}226}, chapter = {207}, abstract = {

Este artigo visa testar um hexa-modelo dimensional do empenhamento organizacional sugerido em pesquisas anteriores de Rego (2002b, 2003). O modelo difere do esquema tri-dimensional mais comum (afectivo, normativo e instrumental) no que concerne a tr{\^e}s aspectos: a) a faceta afectiva {\'e} desmembrada em duas (empenhamento afectivo; futuro comum); b) a faceta instrumental {\'e} dividida nas facetas {\textquotedblleft}escassez de alternativas{\textquotedblright} e {\textquotedblleft}sacrif{\'\i}cios elevados{\textquotedblright}; c) {\'e} sugerida uma nova dimens{\~a}o, designada {\textquotedblleft}aus{\^e}ncia psicol{\'o}gica{\textquotedblright} e que representa o {\textquotedblleft}grau zero{\textquotedblright} do empenhamento. A amostra {\'e} constitu{\'\i}da por 366 indiv{\'\i}duos, com actividades profissionais bastante distintas. An{\'a}lises factoriais confirmat{\'o}rias sugerem que o modelo de seis dimens{\~o}es se ajusta satisfatoriamente aos dados, embora os modelos de quatro e cinco dimens{\~o}es denotem igualmente boas qualidades psicom{\'e}tricas.

}, keywords = {Aus{\^e}ncia de alternativas, Aus{\^e}ncia psicol{\'o}gica, Empenhamento afectivo, Empenhamento normativo, Futuro comum, Sacrif{\'\i}cios elevados}, doi = {https://doi.org/10400.12/4781}, url = {https://repositorio.ispa.pt/handle/10400.12/4781}, author = {Arm{\'e}nio Rego and Teresa Carvalho and Regina Leite and Carla Freire and Armando Vieira} } @article {4083, title = {Organizational Commitment: Toward a Different Understanding of the Ways People Feel Attached to Their Organizations}, journal = {Management Research}, volume = {2}, year = {2004}, month = {1 October 2004}, pages = {201{\textendash}218}, chapter = {201}, abstract = {

This paper aims to contribute to the understanding of the three-dimensional model of organizational commitment proposed by Meyer and Allen (e.g., 1991). It focuses on whether continuance commitment should be considered one-dimensional or bidimensional (low alternatives; high sacrifices). Whether affective commitment should be divided into two components (affective commitment; future in common) or if it should remain as a one-dimensional construct is also discussed. The paper also considers a {\textquotedblleft}new{\textquotedblright} factor identified by Rego (2003), which he named {\textquotedblleft}psychological absence{\textquotedblright}, but which we denominated here as accommodating commitment. Besides the confirmatory factor analysis, the paper shows how four dimensions of organizational justice (distributive, procedural, interpersonal, and informational) explain organizational commitment. The sample comprises 366 individuals from 22 organizations operating in Portugal. The predictive value of the justice perceptions for both instrumental commitment components is quite weak, despite ranging from 25 per cent to 36 per cent for the other components. Procedural and interpersonal justice are the main predictors. The accommodating dimension improves the fit indices of the factorial model, but its meaning is not clear. It is also not clear whether one should consider it as a new component of commitment or whether its items should be removed from the measuring instruments. The findings suggest that some gains can be achieved in the partition of the affective and instrumental commitment, but further research is necessary to clarify the issue.

}, doi = {https://doi.org/10.1108/15365430480000510}, url = {https://www.emerald.com/insight/content/doi/10.1108/15365430480000510/full/html}, author = {Arm{\'e}nio Rego and Regina Leite and Teresa Carvalho and Carla Freire and Armando Vieira} }