Košík

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    $a Enhancing the resilience of school psychologists: The potential of personality factors and emotional fexibility $f Eva Virostková Nábělková ... [et al.]
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    $a Helping professions such as school psychology are characterized by high-stress levels with a risk of professional burnout. The work demands on school psychologists in today's schools can be particularly stressful, and resilience is increasingly needed to maintain adequate and sustainable staffing levels. School psychologists' resilience also contributes to an overall school resilience culture linked to positive educational outcomes. The research aimed to map different aspects of resilience in Slovak school psychologists, focusing on those that are at a significantly lower level than novice psychologists. The research sample consisted of 118 school psychologists employed in primary and secondary schools who, after being approached by email, completed a research battery containing the Resilience Factors Inventory (Reivich & Shatte, 2002), an adapted Emotional Flexibility Scale (Fu et al., 2017), and an abbreviated form of the Big Five Factor Inventory (Soto & John, 2017). Of the Big Five personality factors, conscientiousness and openness to experience emerged as significant predictors of school psychologists' resilience. School psychologists were also found to have a positive moderate relationship of resilience with emotional flexibility. Novice school psychologists were found to have lower levels of resilience: optimism, self-efficacy, and outreach compared to more experienced school psychologists. These factors, as well as openness, conscientiousness, and emotional flexibility, should be cultivated in undergraduate training to achieve greater resilience in school psychologists entering practice. Future work is recommended to develop and validate resilience-building practices, specifically targeting these traits and competencies to incorporate them into the undergraduate training of school psychologists.
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    $a In many HEIs in Europe today, staff and students may be scarce while the degree of Bologna process implementation remains unequal. On the other hand, developing countries face multiple development challenges and one major problem for HEIs is brain drain and/or unavailability of highly qualified human resources to teach in scarcity areas and/or new academic fields necessary for fulfillment of job market requirements. This research paper focuses on the potential of the KA107 mobility scheme to find common grounds for joint capacity-building practices in co-teaching through an example of a good practice implemented in a transregional context. The effectiveness of this type of partnership using EU ERASMUS+ teaching staff exchanges will be illustrated following the Exchange programme between one Central European university - Univerzita Mateja Bela in Banska Bystrica, Slovakia - and one Government-funded university located in the Indian ocean - the University of Mauritius. Strengths and weaknesses of this cooperation will be considered in order to identify and outline new perspectives for innovative HR strategies with the Erasmus+ programme for a win-win partnership. The perspectives for a long-term academic cooperation will be discussed, namely with the use of digital technologies to reach educational goals
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