The present study presents a process evaluation of a performance psychology intervention for transitioning elite and elite musicians. The goal of the intervention was to provide participants with an amalgamation of evidence-informed principles, aimed to improve their quality of practice and performance preparation. The intervention consisted of an educational session followed by four workshops. In total, eight transitioning elite and seven elite musicians participated. Process measures included quantitative and qualitative workshop evaluations, monitoring logs, and semi-structured interviews. Overall, the intervention was evaluated positively by the participants. However, differences were present between the groups, with the elite musicians typically evaluating the intervention more favorably compared to the transitioning elites. Specific positive outcomes included an increased awareness and re-examining of current practice strategies, more structured and goal-directed practice, increased practice efficiency and focus, a more proactive approach to performances, and increased attention for the physical aspects of playing. Moreover, a number of contextual considerations and implementation challenges became evident. Important implications for performance psychology interventions and practitioners in music are discussed.
In the ambitions to upgrade the teaching profession, much attention is given to Master’s courses for teachers. As such Master’s courses ask for considerable investment in time and money, the question can be raised to what extent the upgrading of teachers to the Master’s level will lead to improvement in teaching and learning at schools. This paper presents the outcomes of a small scale study in which 7 teachers who recently graduated at a Master’s program in the Netherlands were interviewed on the climate and conditions they experienced at the workplace in their schools to apply their newly acquired knowledge, skills and professional attitude in their daily work. This explorative study shows that teachers engaged in a Master’s program can meet considerable obstacles within the organizational culture of the school. There appears to be a considerable misalignment between the teachers engaged in the post-initial Master’s program and their supervisors. While the teachers see the purpose of the Master’s program both in private terms (personal development) and public terms (contributing to school development), they experience an organizational climate that leaves no room for a wider public purpose of their studies, where they use the competences and qualities they have developed outside the boundaries of their own classrooms
This study investigates the mediating role of organizational citizenship behaviours (OCBs) on the leader-member exchange (LMX) and employee performance relation and the degree to which work experience moderates the relation between leader-member exchange and OCBs. Lecturers from six technical universities in Ghana, making up three hundred and thirty-six lecturers, were selected using convenience sampling. The participants completed self-administered surveys. OCBs fully mediated the association between LMX and employee performance. Furthermore, the findings indicate that the interplay between LMX and work experience on OCBs is compensatory in nature such that as work experience increases, the positive association between LMX and OCBs decrease. Managers of higher education institutions should create enabling work environments that encourage high-quality LMX and citizenship behaviours. Moreover, as work experience tends to attenuate the positive influence of LMX on OCBs, managers in higher education should focus their attention on employees with low rather than high work experience. This research adds to the employee performance literature through examining a novel link among leader-member exchange, organizational citizenship behaviours and performance.
