[Last modified: 2020-11-03] - [Language: English]
Students’ Perception of Satisfaction with the Personalized Feedback Received from Instructors in an Online Environment
Plana-Erta, D.; Moya, S.; Simo, P.
Abstract: The article identifies the variables affecting students’ perception of satisfaction with the personalized feedback received from the instructor in an online environment. An ad hoc questionnaire was used to gather the opinion of 387 accountancy students studying for the Bachelor’s Degree in Business Administration and Management at the Universitat Oberta de Catalunya. Using exploratory factor analysis, four personalized feedback dimensions were established: usefulness, environment, motivational aspects and communicational aspects. Similarly, a binary logistic regression model was employed to identify five predictors of student satisfaction with the feedback. These five variables correspond to the four feedback dimensions and the number of feedbacks received. The data show that the likelihood of a student being satisfied with the feedback received from the instructor in a virtual environment does not depend on socio-demographic or academic variables but is influenced almost exclusively by intrinsic components of the feedback itself. The likelihood of the student being satisfied with the feedback is conditioned more by the feedback’s quality than by the quantity of feedbacks. Therefore, students in a virtual environment show a preference for receiving few but high quality comments. Consequently, the instructor should include formative elements in the feedback to help students to improve their learning.
Llobet, J.; Enache, M.; Fito, M.A.; Sallan, J.M.; Simo, P.
Abstract: Although numerous studies have been conducted relating the construct of individuals’ organizational commitment (OC) to the organization, the literature is very limited on individuals with more than one job. And there is hardly any literature on OC among individuals with more than one job at the same time (multiple jobholders). This research proposes and analyzes OC models for multiple jobholding individuals (from a sample of 1,572) and the influence on the outcomes of intention to stay (IS) and organizational citizenship behavior (OCB). In addition, the mechanisms by which each part of the OC multi-component construct (OC = AC + CCHiSac + CCLoALt + NC) influences the outcomes for each job are analyzed. Structural equations modeling (SEM) is used to check that the proposed model provides adequate construct validity. This method is used to test the proposed hypotheses. The results show that the second job OC does not influence the main job outcomes, IS and OCB. By contrast, they do show that part of the OC construct for the main job influences second job outcomes (IS and OCB) to a certain degree. Specifically, it is observed that CCLoAlt and NC for the main job negatively influence OCB for the second job. It was also observed that individuals’ preferences differ depending on whether their answers relate to the first or second job. These results are important, bearing in mind that no previous research has considered these outcomes jointly.
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