• An exploratory, descriptive mixed method study of active service users and carers involvement in adult nursing and social work students’ pre-registration education

      Odejimi, Opeyemi (2017-06)
      There has been a surge in the involvement of service users and carers in health and social care education, research, and practice in the last three decades within the United Kingdom. However, there are few studies that have evaluated the impact of Involvement in health and social care students’ education. This study explored the impact of active involvement in Adult Nursing and Social Work pre-registration education. It provided a tripartite perspective from the perceptions of the three main stakeholders involved: students, academic staff and service users/carers in a specific Higher Education setting in the United Kingdom. A concurrent embedded mixed-methods approach was employed in this study. The study sample was drawn from the three participating stakeholder groups. A total of 38 participants took part in this study. Qualitative information was gathered using semi-structured interviews and focus groups, which explored participants’ perspectives of the impact of active involvement in Adult Nursing and Social Work pre-registration degrees. Questionnaires was the data collection tool for the quantitative information required in this study. Questionnaire was helpful in obtaining contextual information about the participants and service users and carers’ involvement at the research site. It was used to gather factual information about the participants and the current nature of the involvement in Adult Nursing and Social Work pre-registration degree as it was being practiced at the time of data collection and characteristics that may influence or affect the impact of involvement Qualitative data was analysed thematically from the semi-structured interviews and focus groups. Additionally, descriptive and cross-tab analysis of quantitative data was carried out. Then, a side-by-side comparison was used to identify aspects of the qualitative and quantitative findings that were convergent and conflicting. Findings of this study indicated that the scope and integration of service users and carers in educational activities varied greatly within and between subjects even within the same university. Social Work degree reported a wider scope and greater inclusion than the Adult nursing degree. Two main factors account for this notable differences between the two degrees. These are: the duration of involvement being a regulatory requirement by the Professional Regulatory and Statutory Bodies as well as the duration of conducting involvement. Furthermore, this study revealed that involvement influences all three main stakeholders in Higher Education. Some beneficial outcomes of involvement were similar in the academic staff and students’ participant groups. Academic staff and service users/carers raised similar concerns. Overall, the participants indicated that service users and carers’ involvement is generally positive and makes an important and unique contribution to the education of nurses and Social Workers supporting the delivery of patient/client-centred care. This study contributed to new knowledge about involvement in Adult Nursing and Social Work pre-registration degrees by generating a holistic view of its impact. This was achieved by exploring these impacts from a tripartite perspective of the three main stakeholders in Higher Education. This study also developed a modified six rung model that helps to involvement is active and meaningful. A partnership framework was proposed to inform future involvement practices and research about ways of optimising the beneficial outcomes and limiting the inhibitory factors of service users and carers’ involvement in students’ education. Overall, this study provided insights into best practices and pitfalls to avoid, which may be of value to HE providers, education commissioners as well as Professional Statutory and Regulatory Bodies regarding the practices of service users and carers’ involvement in Higher Education.
    • Curriculum design in higher education using a learning outcome-led model: Its influence on how students perceive learning

      Allan, Joanna (University of Wolverhampton, 1997)
      This thesis examines the potential of a learning outcome-led model of curriculum design to influence how students perceive learning in education studies within a modular context of a new university. It identifies and compares the conceptions of learning held by students and lecturers on traditional and outcome-led modules, and it explores and specifies the design factors which shape these conceptions. The issue is located within the interpretivist paradigm for the research seeks understanding which derives from the perceptions, attitudes and beliefs that students and their lecturers hold about learning in a given context. But the methodology employed is not wholly consistent with this paradigm, for a qualitative approach is complemented by the use of factor analysis techniques to facilitate the identification of the design features which influence how students perceive learning. The approach is thus eclectic drawing on quantitative methods to examine what is essentially qualitative data. An innovative model of learning outcome-led design is proposed, implemented and modified as a result of the research. The learner is placed at the centre of the learning experience which is defined as incorporating three domains: the teaching context; the assessment régime; and the directed learning undertaken by students outside of taught sessions. The model incorporates a trichotomy of outcomes which define the subject -specific, the transferable skills and the generic academic outcomes which influence directly both the content and process of learning, and which successful students are expected to achieve on completion of a module. The findings show that five design features influence how students perceive learning: the clarity of expectations; congruence between the content and process of each domain of the learning experience; direction in respect to the learning activities which should be undertaken in each domain to achieve the outcomes; and the content and process of the teaching context. The data suggest that a much higher profile should be given to metacognitive skills in curriculum development in HE because how students perceive both the process and the content of learning profoundly influences their conception of learning and, consistent with the underpinning theory, how they approach learning and therefore ultimately the kind of outcomes they achieve. The research leads to recommendations for the modification of the three models of learning in context; Ramsden (1988), Biggs (1990b) and Prosser (1995), which are presented and analysed in the thesis. The findings suggest that the learning experience should be redefined to specify the three domains - the teaching context, assessment régime and directed learning - and that clarity of expectations, metacognitive skills and congruence between the content and process of learning in each of the domains should be articulated as directly influencing students' conceptions of learning. The models should also seek to indicate that learning outcomes influence how students perceive learning, and that therefore they feature both at the starting point and as the end product of a contextualised learning process. The findings relating to students' conceptions of learning show that the study of outcome-led modules has resulted in a much greater degree of congruence between how lecturers and students perceive learning in a given module and that fewer students studying outcome-led modules hold a quantitative conception of learning. This suggests that the outcome-led model does have the potential to improve teaching and learning and consequently that there is an educational rationale for curriculum development premised on this model.
    • Strategic human resource management and organisational performance : a study of the university administrators in Cyprus

      Worrall, Les; Hoppas, Costas A. (University of Wolverhampton, 2013-10)
      Nowadays, organisations are seeking to understand how one of the last truly competitive resources, their human resources, can be managed for competitive advantage (Allen and Wright, 2006). As Wright and McMahan (2011) state, today an organisation’s human resources have become more important than ever to their success. Consequently, a better understanding is needed of the role of HRM in creating better organisational performance. Although, human resource management practices have continued to be the focus of strategic HRM research (Combs et al., 2006), human capital has received little attention (Takeuchi et al., 2007), and human resource behaviours have received even less (Sun et al., 2007). This study theoretically develops and empirically tests a conceptual model that describes how the system of HRM practices is likely to have an impact on organisational performance. Drawing on the Resource Based View, the Behavioural Perspective and the Social Exchange Theory, the study provides a conceptual framework consisting of five constructs through which the underlying mechanisms linking the system of HRM practices and organisational performance are examined. It is proposed that HRM systems improve organisational performance by strengthening human capital and employee attitudes and behaviours (employee commitment). Primary data was collected from public and private universities in the Republic of Cyprus. The empirical analysis investigates the interrelationships between multiple independent and dependent variables that exist in the relationship between the perceived system of HRM practices and organisational performance. The study also intends to test the Resource Based View (RBV) and Social Exchange Theory at the higher education sector, by examining the level of human capital and employee commitment as mediating mechanisms through which a system of HRM practices affects university performance. To analyse the data and test the proposed hypotheses, Multivariate Analysis of Variance (MANOVA) and Structural Equation Modelling (SEM) were employed. Goodness-of-fit measures were utilised to assess the structural fit of the overall model. As the aim of the study was to test and investigate the structural model that explains the relationship between the five constructs, standardised path coefficients and the significance of the hypothesised relationships were utilised to test the postulated hypotheses in a causal diagrammatic form. The results of the analyses revealed that the perceived system of HRM practices has significant positive effects on both, the level of human capital and employee commitment. In addition, the analysis indicated that the level of human capital has significant positive effects on employee performance, while at the same time employee commitment has also significant positive effect on employee performance. Moreover, the impact of employee performance on organisational performance was found to be positive and statistically significant. The analysis also revealed that the perceived system of HRM practices has a significant positive and direct impact on organisational performance. Finally, the relationship between employee commitment and organisational performance is significant and direct. Interestingly, the model indicates no significant direct impact between the level of human capital and organisational performance. The current research can be considered as pioneering in the area of strategic HRM in higher education, since it demonstrates that the simultaneous use of the Resource Based View and the Social Exchange Theory can provide empirical evidence for examining the mediating role of organisational resources (the level of human capital) and employee attitude and behaviour (employee commitment) as well as employee performance at university-level education. In addition, the results of this thesis contribute to the existing body of research and knowledge and provide recommendations regarding the role of the perceived system of HRM practices as an organisational mechanism that may help universities to configure valuable bundles of committed administrative employees who are equipped with high level of knowledge, skills and abilities (KSA’s).