Examinando por Autor "Azanza, Garazi"

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    Empowering university lecturers in the digital age: exploring the factors influencing the use of digital technologies in higher education
    (Multidisciplinary Digital Publishing Institute (MDPI), 2024-07) Azanza, Garazi; Korres, Oihane; Paños Castro, Jessica; Petchamé Sabartés, Josep
    In an era where digital technologies (DTs) are reshaping educational delivery methods, university lecturers’ ability and willingness to integrate these innovations into their teaching practices are increasingly important. This study, conducted from October 2022 to February 2023, aims to examine the impact of attitude and training on university lecturers’ self-efficacy in using DTs and to assess the influence of self-efficacy on their interest in using DTs. A total of 294 university lecturers participated in the study and completed a questionnaire assessing their perception of DTs as a didactic tool, attitude towards the use of virtual classrooms, perceived self-efficacy, and interest in the use of DTs, and training in the use of DTs. Data were analyzed using descriptive statistics, correlations, and multiple linear regressions to explore the relationships between study variables. The results indicated that positive attitudes and suitable training were positively associated with higher self-efficacy. Moreover, high levels of self-efficacy were found to be aligned with an interest in using DTs. These findings shed light on key factors that can effectively encourage the successful adoption of DTs among lecturers.
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    Enhancing learning in tourism education by combining learning by doing and team coaching
    (MDPI, 2022-08-13) Azanza, Garazi ; Fernández-Villarán Ara, Asunción ; Goytia Prat, Ana
    Learning by doing (LBD) and team coaching are experiential learning methods that can be used to enhance the depth of learning, motivation, and engagement in tourism education. This study explores the combined use of the two methodologies and reports on the experience of 42 students who participated in a practical case dealing with the strategic planning for sustainable tourism in a small town in Spain as a part of their undergraduate tourism education. The results obtained after the project evaluation confirm that LBD combined with team coaching is considered a valuable strategy for enhancing learning. Regarding the LBD method, students especially valued the opportunity to work within professional realities and exchange ideas with their classmates. Participants perceived team coaching as a valuable tool for enhancing team performance, communication, self-awareness (and that of others), conflict management, and problem-solving during project development. Professors and agents from public institutions involved in the project reported that students’ proposals were highly applicable and close to reality, and they agreed that the combination of LBD and team coaching improved the quality of the course assignments.
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    Resistance to profem employer messages in talent attraction: the case of employer femvertising campaigns on LinkedIn
    (USC Annenberg Press, 2024-08-12) Azanza, Garazi; Ronda González, Lorena; Sanz Garrido, Begoña
    This study examines the phenomenon of resistance toward employer femvertising messages among recent university graduates. Building upon existing literature on employer branding, femvertising, and antifeminist resistances, this study contributes to existing scholarship by providing an exploration into resistances toward those advertising initiatives that aim to challenge gender stereotypes and promote workplace inclusivity. Qualitative data from two focus groups involving 16 participants was analyzed through thematic analysis. Results indicate ambivalence, as profemale messages generated resistance, while participants still valued companies highlighting favorable conditions for women’s professional development. The resistance primarily involved questioning the credibility of the companies behind the ads and doubting the genuineness of their gender equality intentions. The findings suggest specific recommendations for implementing an efficient employer femvertising strategy, such as providing specific data and measures supporting gender equality , aligning messages with company values, and avoiding performative support. These guidelines would enable companies to effectively communicate their gender equality initiatives, creating persuasive messages to achieve their goal of attracting female talent.