During AOM 2017, I presented a paper about the role of career competencies and career adaptability in students' well-being and performance, on behalf of the first author, Kristina Paradniké.
Erasmus University Guest Lecture - Building a Sustainable CareerJos Akkermans
On Monday September 25th I gave a guest lecture at Erasmus University Rotterdam about sustainable careers. Among other things, we discussed what a sustainable career is, why we need to pay attention to them, and what young individuals can do to successfully start a sustainable career.
Pdf hoda et al entrepreneurial intentionNajmul Hoda
Presentation for the Entrepreneurship Research Session at the StartUp Saudi Arabia 2018 held at The Ritz-Carlton, Jeddah on Nov 26, 2018. The paper was co-authored by four of my students. Three of them participated in the event.
Definition:- Association between two or more variable is termed as correlation.
The word correlation is made of co (meaning- together) and relation. Correlation is a single number that describes the degree of relationship between two variable.
Case Study: Continuing Professional Development in Specialist Medical College...WileyProLearn
Presented by Prof David Watters, as part of the Wiley Professional Learning seminar, 'Across the Professions'. For info visit http://wileyprolearning.wordpress.com or follow us @WileyProLearn
My position as Academic Director and am "Assistant Professor in The Business and HR Departments plus training department. I'm qualified to any position and make great contributions to encourage the growth of the organization I will work for. 22 years of teaching, training and three years experience in teaching MBA and HRM master students in the university of Jordan from 2012-2015
A brief review of my career working experience will reveal what I can contribute to any organization I will work for. I have years of management, teaching and Training work experiences, I finished my professional degree in Business Administration from USA in 2010 and I have the GNVQ certificate from the UK in 1997 and, certificate in HR from UAE, with a total working experience of 22 years, summarized as: examination officer for ten years, and head of two departments and two departments coordinator for 4 years at The University of Jordan and for 6 years I'm convinced that I can provide you with the detailed information needed for you to see what positive contributions I could make if given the chance to come in for an interview at your earliest convenience please contact me at 504743122, or send me an email.
Sincerely,
Dr. Burhan Mahmoud Awad Al - Omari
Abu Dhabi - UAE - Al Mellenoom Tower - Sheikh Hamdan Street - Hamdan Center
Phone: 00971504743122, 009715 88972615 او 00962772635432
Email:alpmariburhan@yahoo.com
Erasmus University Guest Lecture - Building a Sustainable CareerJos Akkermans
On Monday September 25th I gave a guest lecture at Erasmus University Rotterdam about sustainable careers. Among other things, we discussed what a sustainable career is, why we need to pay attention to them, and what young individuals can do to successfully start a sustainable career.
Pdf hoda et al entrepreneurial intentionNajmul Hoda
Presentation for the Entrepreneurship Research Session at the StartUp Saudi Arabia 2018 held at The Ritz-Carlton, Jeddah on Nov 26, 2018. The paper was co-authored by four of my students. Three of them participated in the event.
Definition:- Association between two or more variable is termed as correlation.
The word correlation is made of co (meaning- together) and relation. Correlation is a single number that describes the degree of relationship between two variable.
Case Study: Continuing Professional Development in Specialist Medical College...WileyProLearn
Presented by Prof David Watters, as part of the Wiley Professional Learning seminar, 'Across the Professions'. For info visit http://wileyprolearning.wordpress.com or follow us @WileyProLearn
My position as Academic Director and am "Assistant Professor in The Business and HR Departments plus training department. I'm qualified to any position and make great contributions to encourage the growth of the organization I will work for. 22 years of teaching, training and three years experience in teaching MBA and HRM master students in the university of Jordan from 2012-2015
A brief review of my career working experience will reveal what I can contribute to any organization I will work for. I have years of management, teaching and Training work experiences, I finished my professional degree in Business Administration from USA in 2010 and I have the GNVQ certificate from the UK in 1997 and, certificate in HR from UAE, with a total working experience of 22 years, summarized as: examination officer for ten years, and head of two departments and two departments coordinator for 4 years at The University of Jordan and for 6 years I'm convinced that I can provide you with the detailed information needed for you to see what positive contributions I could make if given the chance to come in for an interview at your earliest convenience please contact me at 504743122, or send me an email.
Sincerely,
Dr. Burhan Mahmoud Awad Al - Omari
Abu Dhabi - UAE - Al Mellenoom Tower - Sheikh Hamdan Street - Hamdan Center
Phone: 00971504743122, 009715 88972615 او 00962772635432
Email:alpmariburhan@yahoo.com
Walking the Walk with our Graduates...From Students to HR Practitioners - HRMATTHRMATT
Eileen Knight, a Human Resources Management Lecturer at the University of the West Indies, St. Augustine Campus has spent her entire career either working as a Human Resources (HR) Practitioner, HR Consultant or teaching the HR discipline. In order to accomplish this, she has worked in over five countries and across six industries. She has also served as Director on a
number of Canadian corporate and non-profit organizational Boards. As a trained Organization and Methods Analyst, Eileen has conducted many Organizational Studies and Operational
Audits during her career. She is presently focused on enhancing the practice of Strategic Human Resources Management in the Caribbean Region.
PRESENTATION SUMMARY – Walking the walk with our Graduates …from students to Human Resources Practitioners
“As the world changes, expectations for education also shift. The nature of schooling must follow suit. Research in the past 30 years has proven that the current model of schooling no
longer adequately meets the needs” (Willms et al, 2009) of employers, “In the past the measure of an “educated person” was largely based on what they knew; now, the value of learning
is measured by, what students are able to do with what they know” (Gilbert, 2007)
This presentation will discuss the impact of co-operative educational approach to teaching with the use of four piloted Human Resources Management (HRM) based programs offered
at the University of the West Indies, St. Augustine. “One of the most distinctive characteristics of co-operative learning and perhaps the reason for its success is the close relationship
between theory, research and practice” (D.W. Johnson, 2007), therefore the programs are geared towards bridging the gap between the theoretical concepts of HRM and its practical application in a corporate setting. During the discussion, the findings and benefits of the programs (to all stakeholders involved namely, UWI, the employers and the Students) will be highlighted and evaluated
THE INFLUENCE OF COMPETENCE ON THE PERFORMANCE OF ALUMNI GRADUATES IN 2020 AN...AJHSSR Journal
ABSTRACT: This study aims to determine the Performance and Competence of Alumni and to determine the
Effect of Competence on the Performance of Management Alumni FEB University of Mataram in 2020 and
2021, this research was conducted on a sample of 2020 and 2021 graduates spread throughout Indonesia, data
collection was carried out through email contact, telephone, WA and direct interviews with alumni. The data
collected and processed using multiple linear regression analysis models with the help of the SPSS programme,
the following data regression parameter results are tested with the t test, R square test and F test. The results
showed that the performance of alumni of Management Study Program FEB Unram seen from the length of the
process of getting a job is included in the fast category, seen from the salary (take hume pay) received is
included in the medium category. The competence of alumni of Management Study Program FEB Unram
related to; Integrity (Ethics and Morals), Mastery of Information Technology, Communication, Teamwork, and
Self-Development is included in the very high category, while Expertise based on the field of science is
included in the high category, Foreign Language (English) ability with moderate category. Of the seven
competency variables tested, only the English competency variable has a significant effect on the performance
of alumni of the Management Study Programme FEB Universitas Mataram.
KEYWORDS: Performance, Alumni Competence
What is Field Study?
What is K to 12 Program?
What are the views of teacher regarding K to 12 Program?
What are the worries of teachers and parents regarding k to 12 program?
What are your reaction regarding the views of teachers in K to 12 Program?
Sustainable Careers: Towards a Conceptual ModelJos Akkermans
This presentation features some highlights from our conceptual paper on sustainable careers (De Vos, Van der Heijden, & Akkermans, 2018 in Journal of Vocational Behavior)
School-to-work transition in the contemporary career: An interdisciplinary sy...Jos Akkermans
I presented this paper on behalf of the first author, Rowena Blokker. The paper features a systematic review of the school-to-work transition literature, including antecedents and consequences, and a preliminary conceptual model of macro and micro factors.
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Eileen Knight, a Human Resources Management Lecturer at the University of the West Indies, St. Augustine Campus has spent her entire career either working as a Human Resources (HR) Practitioner, HR Consultant or teaching the HR discipline. In order to accomplish this, she has worked in over five countries and across six industries. She has also served as Director on a
number of Canadian corporate and non-profit organizational Boards. As a trained Organization and Methods Analyst, Eileen has conducted many Organizational Studies and Operational
Audits during her career. She is presently focused on enhancing the practice of Strategic Human Resources Management in the Caribbean Region.
PRESENTATION SUMMARY – Walking the walk with our Graduates …from students to Human Resources Practitioners
“As the world changes, expectations for education also shift. The nature of schooling must follow suit. Research in the past 30 years has proven that the current model of schooling no
longer adequately meets the needs” (Willms et al, 2009) of employers, “In the past the measure of an “educated person” was largely based on what they knew; now, the value of learning
is measured by, what students are able to do with what they know” (Gilbert, 2007)
This presentation will discuss the impact of co-operative educational approach to teaching with the use of four piloted Human Resources Management (HRM) based programs offered
at the University of the West Indies, St. Augustine. “One of the most distinctive characteristics of co-operative learning and perhaps the reason for its success is the close relationship
between theory, research and practice” (D.W. Johnson, 2007), therefore the programs are geared towards bridging the gap between the theoretical concepts of HRM and its practical application in a corporate setting. During the discussion, the findings and benefits of the programs (to all stakeholders involved namely, UWI, the employers and the Students) will be highlighted and evaluated
THE INFLUENCE OF COMPETENCE ON THE PERFORMANCE OF ALUMNI GRADUATES IN 2020 AN...AJHSSR Journal
ABSTRACT: This study aims to determine the Performance and Competence of Alumni and to determine the
Effect of Competence on the Performance of Management Alumni FEB University of Mataram in 2020 and
2021, this research was conducted on a sample of 2020 and 2021 graduates spread throughout Indonesia, data
collection was carried out through email contact, telephone, WA and direct interviews with alumni. The data
collected and processed using multiple linear regression analysis models with the help of the SPSS programme,
the following data regression parameter results are tested with the t test, R square test and F test. The results
showed that the performance of alumni of Management Study Program FEB Unram seen from the length of the
process of getting a job is included in the fast category, seen from the salary (take hume pay) received is
included in the medium category. The competence of alumni of Management Study Program FEB Unram
related to; Integrity (Ethics and Morals), Mastery of Information Technology, Communication, Teamwork, and
Self-Development is included in the very high category, while Expertise based on the field of science is
included in the high category, Foreign Language (English) ability with moderate category. Of the seven
competency variables tested, only the English competency variable has a significant effect on the performance
of alumni of the Management Study Programme FEB Universitas Mataram.
KEYWORDS: Performance, Alumni Competence
What is Field Study?
What is K to 12 Program?
What are the views of teacher regarding K to 12 Program?
What are the worries of teachers and parents regarding k to 12 program?
What are your reaction regarding the views of teachers in K to 12 Program?
Sustainable Careers: Towards a Conceptual ModelJos Akkermans
This presentation features some highlights from our conceptual paper on sustainable careers (De Vos, Van der Heijden, & Akkermans, 2018 in Journal of Vocational Behavior)
School-to-work transition in the contemporary career: An interdisciplinary sy...Jos Akkermans
I presented this paper on behalf of the first author, Rowena Blokker. The paper features a systematic review of the school-to-work transition literature, including antecedents and consequences, and a preliminary conceptual model of macro and micro factors.
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These slides are from a guest lecture that I provided for the course HRM Practices: A Global Perspective. The topic is Training & Development and contemporary careers.
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This was the overall symposium presentation during the 2014 Academy of Management conference, which was co-organized by Nele de Cuyper and Anneleen Forrier.
Kooij et al. (2017) - The Influence of FTP on Work Engagement and Performance...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting,
and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the
lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke
different forms of job crafting, which in turn would be associated with changes in work engagement
and job performance. In line with our expectations, we found that employees whose open-ended FTP
increased over a 1-year time period also crafted more job resources and challenging job demands such
that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations,
employees whose limited FTP increased over the 1-year time period did not proactively reduce their
hindering job demands. Hence, although crafting fewer hindering job demands was directly related to
decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These
findings have important implications for the literature on job crafting and FTP.
Akkermans & Tims (2017) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study aimed to investigate whether career competencies could enhance an
employee's subjective career success in terms of perceived employability and
work–home balance via job crafting behaviors. Based on Job Demands-
Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success
through expansive job crafting. The results showed that job crafting mediated
the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the
positive relationship between career competencies and work–home enrichment.
We expected a negative association between job crafting and work–home interference,
yet our results indicated that career competencies are indirectly and
positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be
considered a personal resource, (2) empirically examining the role of job crafting
in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use
these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Plomp et al. (2016) - Career Competencies and Job Crafting: How proactive Emp...Jos Akkermans
Purpose – The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the
pathway from proactive personality to well-being.
Design/methodology/approach – Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations.
Findings – The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities.
Research limitations/implications – This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment.
Practical implications – Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies.
Originality/value – This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.
Akkermans & Tims (2016) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study aimed to investigate whether career competencies could enhance an employee's subjective career success in terms of perceived employability and work–home balance via job crafting behaviors. Based on Job Demands-Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success through expansive job crafting. The results showed that job crafting mediated the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the positive relationship between career competencies and work–home enrichment. We expected a negative association between job crafting and work–home interference, yet our results indicated that career competencies are indirectly and positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be considered a personal resource, (2) empirically examining the role of job crafting in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Akkermans et al. (2016) - What About Time? Examining Chronological and Subjec...Jos Akkermans
Purpose – The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age as the main determinant of successful aging. Based on life span developmental theories – primarily socioemotional selectivity theory and motivational theory of life span development – the purpose of this paper is to test the
added value of using subjective age – in terms of remaining opportunities and remaining time – over and above chronological age in their associations with motivation at work and motivation to work.
Design/methodology/approach – Workers from five different divisions throughout the Netherlands (n=186) from a taxi company participated in the survey study.
Findings – The results from the regression analyses and structural equation modeling analyses support
the hypotheses: when subjective age was included in the models, chronological age was virtually unrelated to workers’ intrinsic motivation, extrinsic motivation, and motivation to continue to work for one’s organization. Moreover, subjective age was strongly related to work motivation. Specifically,
workers who perceived many remaining opportunities were more intrinsically and extrinsically motivated, and those who perceived a lot of remaining time were more motivated across the board.
Originality/value – The findings indicate that subjective age is an important concept to include in studies focussing on successful aging, thereby contributing to life span developmental theories. Further implications for research and practice are discussed.
Keywords Age, Work motivation, Future time perspective, Remaining
Kooij et al. (2016) - The Influence of FTP on Work Engagement and Work Perfor...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations, employees whose limited FTP increased over the 1-year time period did not proactively reduce their hindering job demands. Hence, although crafting fewer hindering job demands was directly related to decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.
This pdf is about the Schizophrenia.
For more details visit on YouTube; @SELF-EXPLANATORY;
https://www.youtube.com/channel/UCAiarMZDNhe1A3Rnpr_WkzA/videos
Thanks...!
Introduction:
RNA interference (RNAi) or Post-Transcriptional Gene Silencing (PTGS) is an important biological process for modulating eukaryotic gene expression.
It is highly conserved process of posttranscriptional gene silencing by which double stranded RNA (dsRNA) causes sequence-specific degradation of mRNA sequences.
dsRNA-induced gene silencing (RNAi) is reported in a wide range of eukaryotes ranging from worms, insects, mammals and plants.
This process mediates resistance to both endogenous parasitic and exogenous pathogenic nucleic acids, and regulates the expression of protein-coding genes.
What are small ncRNAs?
micro RNA (miRNA)
short interfering RNA (siRNA)
Properties of small non-coding RNA:
Involved in silencing mRNA transcripts.
Called “small” because they are usually only about 21-24 nucleotides long.
Synthesized by first cutting up longer precursor sequences (like the 61nt one that Lee discovered).
Silence an mRNA by base pairing with some sequence on the mRNA.
Discovery of siRNA?
The first small RNA:
In 1993 Rosalind Lee (Victor Ambros lab) was studying a non- coding gene in C. elegans, lin-4, that was involved in silencing of another gene, lin-14, at the appropriate time in the
development of the worm C. elegans.
Two small transcripts of lin-4 (22nt and 61nt) were found to be complementary to a sequence in the 3' UTR of lin-14.
Because lin-4 encoded no protein, she deduced that it must be these transcripts that are causing the silencing by RNA-RNA interactions.
Types of RNAi ( non coding RNA)
MiRNA
Length (23-25 nt)
Trans acting
Binds with target MRNA in mismatch
Translation inhibition
Si RNA
Length 21 nt.
Cis acting
Bind with target Mrna in perfect complementary sequence
Piwi-RNA
Length ; 25 to 36 nt.
Expressed in Germ Cells
Regulates trnasposomes activity
MECHANISM OF RNAI:
First the double-stranded RNA teams up with a protein complex named Dicer, which cuts the long RNA into short pieces.
Then another protein complex called RISC (RNA-induced silencing complex) discards one of the two RNA strands.
The RISC-docked, single-stranded RNA then pairs with the homologous mRNA and destroys it.
THE RISC COMPLEX:
RISC is large(>500kD) RNA multi- protein Binding complex which triggers MRNA degradation in response to MRNA
Unwinding of double stranded Si RNA by ATP independent Helicase
Active component of RISC is Ago proteins( ENDONUCLEASE) which cleave target MRNA.
DICER: endonuclease (RNase Family III)
Argonaute: Central Component of the RNA-Induced Silencing Complex (RISC)
One strand of the dsRNA produced by Dicer is retained in the RISC complex in association with Argonaute
ARGONAUTE PROTEIN :
1.PAZ(PIWI/Argonaute/ Zwille)- Recognition of target MRNA
2.PIWI (p-element induced wimpy Testis)- breaks Phosphodiester bond of mRNA.)RNAse H activity.
MiRNA:
The Double-stranded RNAs are naturally produced in eukaryotic cells during development, and they have a key role in regulating gene expression .
(May 29th, 2024) Advancements in Intravital Microscopy- Insights for Preclini...Scintica Instrumentation
Intravital microscopy (IVM) is a powerful tool utilized to study cellular behavior over time and space in vivo. Much of our understanding of cell biology has been accomplished using various in vitro and ex vivo methods; however, these studies do not necessarily reflect the natural dynamics of biological processes. Unlike traditional cell culture or fixed tissue imaging, IVM allows for the ultra-fast high-resolution imaging of cellular processes over time and space and were studied in its natural environment. Real-time visualization of biological processes in the context of an intact organism helps maintain physiological relevance and provide insights into the progression of disease, response to treatments or developmental processes.
In this webinar we give an overview of advanced applications of the IVM system in preclinical research. IVIM technology is a provider of all-in-one intravital microscopy systems and solutions optimized for in vivo imaging of live animal models at sub-micron resolution. The system’s unique features and user-friendly software enables researchers to probe fast dynamic biological processes such as immune cell tracking, cell-cell interaction as well as vascularization and tumor metastasis with exceptional detail. This webinar will also give an overview of IVM being utilized in drug development, offering a view into the intricate interaction between drugs/nanoparticles and tissues in vivo and allows for the evaluation of therapeutic intervention in a variety of tissues and organs. This interdisciplinary collaboration continues to drive the advancements of novel therapeutic strategies.
Professional air quality monitoring systems provide immediate, on-site data for analysis, compliance, and decision-making.
Monitor common gases, weather parameters, particulates.
Nutraceutical market, scope and growth: Herbal drug technologyLokesh Patil
As consumer awareness of health and wellness rises, the nutraceutical market—which includes goods like functional meals, drinks, and dietary supplements that provide health advantages beyond basic nutrition—is growing significantly. As healthcare expenses rise, the population ages, and people want natural and preventative health solutions more and more, this industry is increasing quickly. Further driving market expansion are product formulation innovations and the use of cutting-edge technology for customized nutrition. With its worldwide reach, the nutraceutical industry is expected to keep growing and provide significant chances for research and investment in a number of categories, including vitamins, minerals, probiotics, and herbal supplements.
Slide 1: Title Slide
Extrachromosomal Inheritance
Slide 2: Introduction to Extrachromosomal Inheritance
Definition: Extrachromosomal inheritance refers to the transmission of genetic material that is not found within the nucleus.
Key Components: Involves genes located in mitochondria, chloroplasts, and plasmids.
Slide 3: Mitochondrial Inheritance
Mitochondria: Organelles responsible for energy production.
Mitochondrial DNA (mtDNA): Circular DNA molecule found in mitochondria.
Inheritance Pattern: Maternally inherited, meaning it is passed from mothers to all their offspring.
Diseases: Examples include Leber’s hereditary optic neuropathy (LHON) and mitochondrial myopathy.
Slide 4: Chloroplast Inheritance
Chloroplasts: Organelles responsible for photosynthesis in plants.
Chloroplast DNA (cpDNA): Circular DNA molecule found in chloroplasts.
Inheritance Pattern: Often maternally inherited in most plants, but can vary in some species.
Examples: Variegation in plants, where leaf color patterns are determined by chloroplast DNA.
Slide 5: Plasmid Inheritance
Plasmids: Small, circular DNA molecules found in bacteria and some eukaryotes.
Features: Can carry antibiotic resistance genes and can be transferred between cells through processes like conjugation.
Significance: Important in biotechnology for gene cloning and genetic engineering.
Slide 6: Mechanisms of Extrachromosomal Inheritance
Non-Mendelian Patterns: Do not follow Mendel’s laws of inheritance.
Cytoplasmic Segregation: During cell division, organelles like mitochondria and chloroplasts are randomly distributed to daughter cells.
Heteroplasmy: Presence of more than one type of organellar genome within a cell, leading to variation in expression.
Slide 7: Examples of Extrachromosomal Inheritance
Four O’clock Plant (Mirabilis jalapa): Shows variegated leaves due to different cpDNA in leaf cells.
Petite Mutants in Yeast: Result from mutations in mitochondrial DNA affecting respiration.
Slide 8: Importance of Extrachromosomal Inheritance
Evolution: Provides insight into the evolution of eukaryotic cells.
Medicine: Understanding mitochondrial inheritance helps in diagnosing and treating mitochondrial diseases.
Agriculture: Chloroplast inheritance can be used in plant breeding and genetic modification.
Slide 9: Recent Research and Advances
Gene Editing: Techniques like CRISPR-Cas9 are being used to edit mitochondrial and chloroplast DNA.
Therapies: Development of mitochondrial replacement therapy (MRT) for preventing mitochondrial diseases.
Slide 10: Conclusion
Summary: Extrachromosomal inheritance involves the transmission of genetic material outside the nucleus and plays a crucial role in genetics, medicine, and biotechnology.
Future Directions: Continued research and technological advancements hold promise for new treatments and applications.
Slide 11: Questions and Discussion
Invite Audience: Open the floor for any questions or further discussion on the topic.
The role of career competencies and career adaptability in students' well-being and performance
1. THE ROLE OF CAREER COMPETENCIES AND
CAREER ADAPTABILITY IN STUDENTS’ WELL-
BEING AND PERFORMANCE
KRISTINA PARADNIKÉ & JOS AKKERMANS
Academy of Management Conference – August 8th 2017
6. Vrije Universiteit Amsterdam
THEORETICAL FRAMEWORK: JD-R THEORY
6 Career Competencies, Career Adaptability, and Academic Performance
Bakker & Demerouti, 2014; 2017
7. Vrije Universiteit Amsterdam
THEORETICAL FRAMEWORK: JD-R THEORY
7 Career Competencies, Career Adaptability, and Academic Performance
Bakker & Demerouti, 2014; 2017
8. Vrije Universiteit Amsterdam
RESEARCH MODEL
8 Career Competencies, Career Adaptability, and Academic Performance
Career
Competencies
Life
Satisfaction
GPA
Study
Engagement
Career
Adaptability
Satisfaction
with
Academic
Major
9. Vrije Universiteit Amsterdam
RESEARCH MODEL
9 Career Competencies, Career Adaptability, and Academic Performance
Career
Competencies
Career
Adaptability
Knowledge, skills, and abilities central to career
development, which can be developed by the individual:
reflective, communicative, behavioral
Akkermans et al., 2013; 2015; 2017
Readiness and resources for coping with development,
transitions, and trauma:
concern, control, curiosity, confidence
Savickas, 2005; Hirschi, 2012; Savickas & Porfeli, 2012
10. Vrije Universiteit Amsterdam
RESEARCH MODEL
10 Career Competencies, Career Adaptability, and Academic Performance
Study
Engagement
Satisfaction
with
Academic
Major
Vigor, dedication and
absorption in one’s study
Bakker & Demerouti, 2016
Global satisfaction with one’s
major and inwillingness to
change this
Nauta, 2007
11. Vrije Universiteit Amsterdam
RESEARCH MODEL
11 Career Competencies, Career Adaptability, and Academic Performance
Career
Competencies
Life
Satisfaction
GPA
Study
Engagement
Career
Adaptability
Satisfaction
with
Academic
Major
12. Vrije Universiteit Amsterdam
METHODOLOGY
12 Career Competencies, Career Adaptability, and Academic Performance
N=672
31.7% male
Mage = 20.6 years
CFA + CMV checks
Latent variable structural path analysis
Mplus software
Survey research among students in Lithuania
Various study programs (mostly social sciences)
14. Vrije Universiteit Amsterdam
RESULTS
14 Career Competencies, Career Adaptability, and Academic Performance
Indirect Effects
Study engagement mediated in all four cases
Academic major satisfaction only mediated between career competencies and life
satisfaction
Only indirect relationships between career resources and GPA (no direct at all)
15. Vrije Universiteit Amsterdam
WHAT DOES THIS ALL MEAN?
15 Career Competencies, Career Adaptability, and Academic Performance
Career competencies and career adaptability are both
important career resources for students
Support for JD-R motivational process in a
(Lithuanian) student population
Study engagement > major satisfaction as mobilizer of
career resources to reach positive outcomes
16. Vrije Universiteit Amsterdam
TAKE HOME MESSAGE
16 Career Competencies, Career Adaptability, and Academic Performance
Jos Akkermans (@Jos__A) 8 August
#Career resources are important for
students’ well-being and performance.
Support for #JD-R in student setting.
j.akkermans@vu.nl www.josakkermans.com
